Overall CommentsPlease see my comments below. If you decide to .docx

Overall Comments:
Please see my comments below. If you decide to resubmit,
please highlight all changes.
COMPETENCY: Analyze global issues that influence human
resource practices for multinational corporations (MNCs).
CRITERION: Describe how each country regards women and
religion.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not describe, how each country regards
women and religion.
Faculty Comments:“
What is it about the religious landscape in both countries that
directly impacts the situation of women in the workforce?
”
CRITERION: Assess how these assumptions impact an
organization's global recruiting and hiring practices.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not assess, how these assumptions impact an
organization's global recruiting and staffing practices.
There was so much more that could have been discussed
here. For example, it would have been interesting to hear your
thoughts on how to recruit female candidates in Kosovo. What
would they be looking for in an employer? How would an
employer find and communicate with the female talent pool
there? What types of assessments and interview techniques

should be used to ensure an unbiased selection process? Also,
do they need to invest in education programs in the community
to grow their candidate pools for the future?
”
COMPETENCY: Analyze the impact of cross-cultural
communications on employee management in multinational
corporations (MNCs).
CRITERION: Examine organizational integration and
communication impacts for HR in this scenario.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify organizational integration and communication
impacts for HR in this scenario.
It doesn't look like you really addressed this topic.
”
COMPETENCY: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
CRITERION: Write in a professional style using APA citations
and format with correct grammar, usage, and mechanics.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Writes exceptionally and in a professional style using APA
citations and format, with correct grammar, usage, and
mechanics that are error-free.
Well written
”

Overview
Write a three-page executive summary on global talent
management strategies, based on a case study for Riot Games.
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
. Analyze the evidence supporting the improvement of the
organization's talent management.
· Competency 3: Analyze the impact of cross-cultural
. Articulate personal views for or against improving the
. 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,
. Write in a professional style using APA citations and format
with correct grammar, usage, and mechanics.
Required Resources
The following resource is required to complete the assessment:
· Riot Games. (2017). Retrieved from
https://www.riotgames.com/en
Suggested Resources
Global Talent Management
· Abramson, N. R., & Moran, R. T. (2018). Managing cultural
differences: Global leadership for the 21st century (10th ed.).
New York, NY: 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.
· Communicaid. (2014). Are we sending the right people on
international assignments? | Transcript. Retrieved from
https://www.youtube.com/watch?v=-_WjZzd1LCg
· European Union. (2015). Life and business in the EU.
Retrieved from http://europa.eu/eu-life/index_en.htm
· 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).
Additional Resources for Further Exploration
· Doing Business. (2016). Labor market regulation data [PDF].
Retrieved from http://www.doingbusiness.org/reports/global-
reports/~/media/WBG/DoingBusiness/Documents/Annual-
Reports/English/DB16-Chapters/DB16-Labor-Market-
Regulation.pdf
· International Labour Organization. (2016). Regions and
countries. Retrieved from
http://www.ilo.org/global/regions/lang--en/index.htm
· Word Templates. Executive summary template. Retrieved from
http://www.wordstemplates.org/executive-summary-template/
Assessment Instructions
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. The
company's website is linked in the Resources. If you haven't
already done so, 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.
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
· Explain how culture influences HR practices and employee

· Articulate personal views for or against improving the
· Assess whether a non-HR leader and an HR leader would
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.
Overall Comments:
While you did cover all of the required points, you should have
included more analysis, assessment and examples in order to
achieve a better grade.
See my comments below. If you decide to resubmit, please
highlight all changes.
COMPETENCY: Explain how culture influences human
resource practices and employee management.
CRITERION: Explain how culture influences HR practices and
employee management in this case study.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not explain how culture influences HR
practices and employee management in this case study.

Don’t forget that this must ultimately be not only supported, but
championed by the CEO in order for it to really change. I
experienced a similar situation as head of HR for a company. I
was hired specifically to create improvements in a toxic culture
which was largely due to the fact that the CEO doesn't like
people.... We were able to work around him to make significant
improvements, but when he finally started supporting our
efforts, there was an immediate lift.
”
COMPETENCY: Analyze global issues that influence human
CRITERION: Analyze the evidence supporting the improvement
of the organization's talent management.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Describes, but does not analyze the evidence supporting the
improvement of the organization's talent management.
Why is it important to hire and promote more women? This is a
key component of this discussion. As an HR leader, you can't
just tell people that it is important. You need to create a
compelling reason to change behavior.
”
COMPETENCY: Analyze the impact of cross-cultural
CRITERION: Articulate personal views for or against
improving the organization's talent management.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE

Basic
Identifies, but does not articulate, personal views for or against
It would have been good to tie your views to insights from other
sources that you researched to inform your opinion.
”
CRITERION: Assess whether a non-HR leader and an HR leader
would support the same talent management decisions.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Assesses whether a non-HR leader and an HR leader would
This is one of the most difficult requirements of this
paper. Quite often, the needs of the business leaders are in
opposition to what HR is trying to drive. Many HR departments
forget that their primary function is to enable everyone in the
company to perform at an outstanding level. Instead, they focus
on compliance or employee relations (both of which are
important) but they become imbalanced and they actually end
up inhibiting the company's ability to perform.
”
COMPETENCY: Communicate in a manner that is scholarly,
CRITERION: Write in a professional style using APA citations
and format with correct grammar, usage, and mechanics.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished

Well written
Riot Games Talent Management Strategy Case Study Scoring
Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Analyze the evidence supporting the improvement of the
Does not describe the evidence supporting the improvement of
the organization's talent management.
Describes, but does not analyze the evidence supporting the
improvement of the organization's talent management.
Analyzes the evidence supporting the improvement of the
Analyzes the evidence supporting the improvement of the
organization's talent management and summarizes relevant
points.
Explain how culture influences HR practices and employee
Does not identify how culture influences HR practices and
employee management in this case study.
Identifies, but does not explain how culture influences HR
practices and employee management in this case study.
Explains how culture influences HR practices and employee
Assesses how culture influences HR practices and employee
management in this case study and in other real-world
examples.

Articulate personal views for or against improving the
Does not identify personal views for or against improving the
Identifies, but does not articulate, personal views for or against
Articulates personal views for or against improving the
Articulates personal views for or against improving the
organization's talent management and informs opinions with
additional resources.
Assess whether a non-HR leader and an HR leader would
Does not identify whether a non-HR leader and an HR leader
would support the same talent management decisions.
Identifies, but does not assess, whether a non-HR leader and an
HR leader would support the same talent management
decisions.
Assesses whether a non-HR leader and an HR leader would
Analyzes whether a non-HR leader and an HR leader would
support the same talent management decisions, using real
organizational examples or resources.
Write in a professional style using APA citations and format
Does not write in a professional style using APA citations and
format with correct grammar, usage, and mechanics.
Inconsistently writes using APA citations and format and use of
grammar, usage, and mechanics are inconsistent.
Writes in a professional style using APA citations and format

Comparing Cultural Diversity Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Describe how each country regards women and religion.
Does not identify how each country regards women and
religion.
Identifies, but does not describe, how each country regards
women and religion.
Describes how each country regards women and religion.
Analyzes how each country regards women and religion and
summarizes findings.
Assess how these assumptions impact an organization's global
recruiting and hiring practices.
Does not identify how these assumptions impact an
Identifies, but does not assess, how these assumptions impact an
Assesses how these assumptions impact an organization's global
Analyzes how these assumptions impact an organization's global
recruiting and staffing practices citing resources to support
views.
Examine organizational integration and communication impacts
for HR in this scenario.
Does not identify organizational integration and communication
Identifies, but does not examine, organizational integration and
communication impacts for HR in this scenario.
Examines organizational integration and communication
Analyzes organizational integration and communication impacts
for HR in this scenario using real organization examples.
Write in a professional style using APA citations and format

Does not write in a professional style using APA citations and
format with correct grammar, usage, and mechanics.
Inconsistently writes using APA citations and format and use of
grammar, usage, and mechanics are inconsistent.
Writes in a professional style using APA citations and format
Overview
Using a provided scenario, address the expectations and roles of
women and religion in a 2–3 page company memorandum for an
MNC management team.
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.
. Describe how each country regards women and religion.
· Competency 2: Analyze global issues that influence human
. Assess how these assumptions impact an organization's global
· Competency 3: Analyze the impact of cross-cultural
. Examine organizational integration and communication
· Competency 4: Communicate in a manner that is scholarly,
. Write in a professional style using APA citations and format

Suggested Resources
The following optional resources are provided to support you in
completing the assessment or to provide a helpful context. For
additional resources, refer to the Research Resources and
Supplemental Resources in the left navigation menu of your
courseroom.
Global Cultural Diversity
· Abramson, N. R., & Moran, R. T. (2018). Managing cultural
differences: Global leadership for the 21st century(10th ed.).
New York, NY: Routledge.
. Chapter 3, "Global Leaders Learning From Others & Change."
. Chapter 5, "Women Leaders in Global Business."
. Chapter 6, "Motivating the Global Workforce: The Case for
Diversity and Inclusion."
. Chapters 12–17. These chapters have country information
outlined by regions of the world.
· MSCI. (2015). Women on boards: Global trends in gender
diversity on corporate boards. Retrieved from
https://www.msci.com/documents/10199/04b6f646-d638-4878-
9c61-4eb91748a82b
Kosovo & Yugoslavia
Note: In this assessment's scenario, your organization just
acquired an information technology company in the Republic of
Kosovo, which used to be part of the old nation of Yugoslavia.
· Judah, T. (2008). Kosovo: What everyone needs to know. New
York, NY: Oxford University Press.
· Suber, D., & Karamanic, S. (Eds.). (2012). Retracing images:
Visual culture after Yugoslavia. Leiden, The Netherlands:
Koninklijke Brill NV.
· World Trade Press. (2010). Kosovo society & culture complete
report: An all-inclusive profile combining all of our society and
culture reports. Petaluma, CA: Author.
Additional Resources for Further Exploration
· Department of Labor. (2016). Affirmative action. Retrieved
from http://www.dol.gov/general/topic/hiring/affirmativeact
· International Labour Organization. (2014). Retrieved from

http://www.ilo.org
· The World Bank. (2016). Retrieved from
http://www.worldbank.org
· U.S. Equal Employment Opportunity Commission. (2016).
Retrieved from http://www.eeoc.gov
Instructions
Preparation
A country's culture has a significant impact on its views of
women, religion, customs, and children's human rights; these
aspects, in turn, have a significant impact on human resource
practices and an organization's ability to operate globally.
This assessment is based on the following scenario:
Your organization just acquired an information technology
company in the Republic of Kosovo, formerly Yugoslavia.
Kosovo has not yet received recognition from enough countries
to be considered a sovereign nation. It is an area of Eastern
Europe where there are many talented information technology
professionals and small entrepreneurs. Before your company
and the new firm begin joint operations, you want to
communicate to the membership of both organizations the
similarities and differences between Kosovo and the United
States.
As you prepare a business report, keep in mind the differences
in the roles of women in each country and the challenges that
might be experienced by the members of each organization as
they begin to integrate operations and bring both organizations
under the same reporting chain. U.S. members will experience a
change in their management structure, starting above the CIO
position. In American companies, it is not unusual to have a
large number of supervisors who are women, and in your
company there are some women executives as well. Also,
consider the faiths that are practiced in the two countries.
Kosovo is primarily Russian Orthodox and Muslim, while the
United States contains members of a greater variety of
religions. Lastly, the people in the region of Kosovo are easily
insulted, so you must be careful to treat them with respect,

kindness, and understanding.
Requirements
Address the expectations and roles of women and religion in a
3–4 page business report for the organization's management
teams in Kosovo and the United States that addresses the
following:
· Describe how each country regards women and religion.
. Be sure to describe three assumptions about women and
religion that influence views in each country. How could these
assumptions influence employee management?
· Assess how these assumptions impact an organization's global
. For example, could a woman hold a leadership role in your
country of interest? How does religion influence your
organization and work culture?
· Examine organizational integration and communication
. For example, how will onboarding and training activities
conducted by human resources be impacted?
Additional Requirements
Your assessment is considered a professional style document
appropriate for the workplace versus an academic paper.
It should meet the following requirements in addition to the 3–4
page business report. Include the following:
· Title page.
. A basic title page will contain the following information
centered, about one-third of the way down the page:
. Document title.
. Your name.
. Date.
· For the 3–4 page report, set up the document pages with 1-
inch margins at the top, bottom, right, and left.
· Left justify paragraphs, or indent using 5–7 spaces.
· Use single-spaced paragraphs and double spacing between
paragraphs.
· Use subheadings to divide all documents—particularly those

over a page in length—into logical, well-ordered sections.
· Use ordered or bulleted lists to clarify points within your
document.
· Put page numbers on each page, including the cover page. You
may add additional information, such as the title or your name,
to each page as well.
· References page.
· If you cite sources in your document, include a reference page
at the end of the document, listing all sources referenced within
the text. Ensure that all sources listed in the references section
are used and cited within the document as in-text citation, using
APA format.
· Use 11- or 12-point Times New Roman, Arial, or Courier font.

Overall CommentsPlease see my comments below. If you decide to .docx

Recommended

Recommended

More Related Content

Similar to Overall CommentsPlease see my comments below. If you decide to .docx

Similar to Overall CommentsPlease see my comments below. If you decide to .docx (20)

More from karlhennesey

More from karlhennesey (20)

Recently uploaded

Recently uploaded (20)

Overall CommentsPlease see my comments below. If you decide to .docx