You are human resource director in a multi-national organization in the electronics industry in the digital economy sector. The organization employs 23,450 staff across 14 business units across 9 countries.
The senior management team believes that a key strategic direction for the company is to extend software development in the computer games business unit, which is located in Tokyo. To date there are 29 games developers in this department but more are needed to fulfill strategic objectives so that it is necessary to recruit more staff to the Tokyo site. Talented computer games developers, however, are in short supply. As HR director, you have been asked to solve this strategic HR problem.
The key skills that required are for the job are: excellent computer skills; a wide knowledge and understanding of computer games; creativity and imagination; a logical approach to problem-solving; good teamwork and communication skills; flexibility and adaptability; the ability to work under pressure and meet deadlines; patience and attention to detail and a willingness to keep up with industry developments and learn new skills.
The computer games sector is fiercely competitive and the financial returns in this business unit have come under pressure in recent years and profits have decreased, which has significantly concerned the shareholders. As result, it has been stressed that the proposed talent management strategy must be cost effective. In other words you can’t necessarily offer salaries that are significantly above the industry average. Your talent management strategy must draw on academic evidence and include details on how to:
- Attract and recruit talented computer software developers
- Assuming stage (a) has been successful, a strategy to engage and retain these key employees must be developed
- Outline to the board any anticipated challenges on implementing either stages of the strategy.
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