7HURM021W People Practice Assessment 1 Brief | University of Westminster

7HURM021W Assessment Briefing

The Assessment

The Video Games Industry has a pipeline problem; we have many young people as well as older career changers seeking to work in the games industry, but it’s not always easy to secure a place.

Furthermore, based on the findings from UKIE’s UK Games Industry Census, the games industry does have a diversity problem and does not reflect the wider UK working population, especially when it comes to ethnicity, gender and socio-economic background. 

Overall, Into Games seeks to offer career advice and connections to anyone, to enable them to find roles in the industry. “Into Games 50” is one of the programmes developed to support this.

To shine a light on undiscovered talent, the talent acquisition agency created the Into Games 50 Awards this year, where people who were currently not working in games but had a lot of potential could be nominated. A jury of game specialists selected the best portfolios and pitches and released their profiles, along with more materials that will hopefully support them in finding a role.

The awards were a pilot and have been re-run for a second time.  Into Games would love for students to either work out a timeline for the project, along with pitches for sponsors or recommendations for the sponsors who take on the candidates from the Into Games Awards, or to recommend ways to attract, select or retain candidates from diverse backgrounds.  

With that effect, please can students write a report covering one of the following:

• You can consider an area of diversity (BME, Gender, or just socioeconomic status) and consider this lens with (1) attraction (recruitment) or (2) selection or  (3) retention ( by looking at socialisation and support through induction) and make recommendations for Into Games to implement if it is recruitment, or to pass on to the organisations they place candidates in, if it is selection or retention.
• You can assess the timeline that Into Games has used before and benchmark it against other talent campaigns, such as returnship or internship programmes. Identify the strengths and weaknesses, threats and opportunities and recommend a timeline taking these into account.

7HURM021W Assessment Criteria

The assessment criteria and weightings show you what is important in the assessment and how marks are shared across each criterion. When you are completing your assessment, remember you need to fulfil the assessment criteria below. 

7HURM021W Learning Outcomes Addressed:

The learning outcomes addressed are LO 1,2,3,4

• Analyse and evaluate the major features of national and international employment plans appropriate to an organisation’s business strategy, by analysing business strategy and planning appropriately, and understanding how strategy and external factors affect the business performance through people resourcing practices.
• Contribute to and critically assess the markets from which organisations source and retain staff and ways in which these markets evolve or change.
• Understand the development of and critically evaluate resourcing and talent management strategies (including talent plans and succession plans), diversity management and flexible working initiatives, with a view to understanding how they contribute to the attraction, retention and performance of staff.
• Understand and critically evaluate the effectiveness of the whole employment life cycle, from recruitment, selection, induction processes, performance and attendance issues, redundancy, retirement and dismissal within the regulatory framework. 

7HURM021W Assessment Criteria

The assessment criteria and weightings show you what is important in the assessment and how marks are shared across each criterion. When you are completing your assessment, remember you need to fulfil the brief and the assessment criteria below.