Learning, Development, and Training in Netflix

This article discusses the importance of learning, development, and training in Netflix. It explains the difference between learning, development, and training. It also assesses the training process and methods used in the organization. Furthermore, it evaluates the benefits of learning and development activities to the organization's competitive advantage. Additionally, it explores the concept of rewards and performance management in Netflix.

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Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
1) Learning, development and training..................................................................................1
a) Explain the difference between learning, development and training.................................1
b) Explain the training process and assess the different training and development methods
used in your organisation........................................................................................................2
(Source: Training process, 2020)...........................................................................................3
c) Evaluate the benefits of learning and development activities to the organisation’s
competitive advantage............................................................................................................4
2. Rewards & performance management...............................................................................4
a) Explain the concept of rewards management and the importance of extrinsic and intrinsic
rewards to employee and the organisation.............................................................................4
b) Explain the concept of performance management and reflect on the performance
management system used in your organisation......................................................................5
c) Critically evaluate the relevance of the rewards and performance management system to the
organisation’s profitability and productivity..........................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management includes the better managing and controlling of the entire
different individual that are working within the company. It includes the directing, controlling,
implementing, monitoring, staffing, managing the several operations that are existing within the
company (Armstrong, 2020). There is a lot of effectiveness of the human resource management
as it manages all the different activities and ensures that the entire task will be performed in
efficient manner. This report is based on the Netflix that is the media-service provider of
American and the production company will be headquartered in Los Gatos, California and
founded in the 29 August 1997 and the founder was Reed Hastings and Marc Randolph. This
report includes the learning, training and development of the company and the rewards and
performance management that is managed by the business.
TASK 2
1) Learning, development and training
a) Explain the difference between learning, development and training
Learning, development and the training is the fundamental approach of the human
resource management. It is the multi-dimensional approach of the manager with that they focus
on the production centred and try to develop more production of the business by influencing the
working behaviour of the company (Berman, 2019). Learning is the continuous and the never
ending process in which the entire employee and every individual that is linked with the
company get learned from the different aspects that are occurring within their surround as on
random basis. It is not necessary that learning could be gained or get learned by taking the
lectures or the other session. On the other hand it is the systematic approach of an individual
through which they can learn different things by gaining more and more experience. Training is
the process through which the skills and the abilities of the employees get improvised that
develops more performance. Development is the process through which the growth of the
employee gets developed and the future performance will get enhanced. There is some difference
between the learning, development and the training that are as defined below as:
Basis Learning Training Development
Meaning It is the long term and
continuous process that is the
It is the process that develops
and enhances the skills and
It is a process that includes
both learning and growth.
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acquisition of both skills and
knowledge.
knowledge of the employees.
Orientation It is the systematic approach
that helps to make better future.
It is the process that is more
job-orientated.
It is more carrier-
orientated.
Duration It is the long term and the by no
means finish process.
It includes the certain period
of time that having the short
term duration (Bailey, 2018).
It contains the longer
period of time that is
simultaneously balance the
life of each individual.
Scope It has more diverse scope as
help to solve the different
complex situation with more
easiness.
Training is having the narrow
scope.
It has wider scope in the
life of the working
employee.
b) Explain the training process and assess the different training and development methods used
in your organisation
Training process includes the different set of steps that are performed in order to provide
the better training to the large number of employees. It is used to modify the skills, abilities,
knowledge and experience of an individual that takes part in the training and that are as defined
below as:
Conduct the Strategic intent: In this the strategy will be formulate in order to make the
effective outcome from the training sessions (Stewart, 2019).
Conduct analysis: It is the next step in which the complete training will get analysed by
the human resource manager and ensures that everything will be performed with more
perfection.
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(Source: Training process, 2020)
Evaluate gaps: In this the loopholes will be checked and at the same time that will get
filled by taking the permission from the trainer and ensures that better training will be provided
to the employees.
Build solution: In this the different solution will be find out as from the training and the
knowledge gap will be try to fill.
Align human capital: After providing the different training the working efficiency of the
employee will get enhanced (Oyston, 2018).
There are different methods of training and development that could be used by the Netflix
that are as follow as:
 Technology based learning: In this the learning will be provided with the help of
technologies as it is based on the PC programmes.
 On the job training: In this the new candidates were performed their work under the
experienced employees and take their trainings while performing the different task in
effective manner.
 Lectures: It is the types of training in which the lectures session will be provided to the
employee and from that they get enhance their learning.
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c) Evaluate the benefits of learning and development activities to the organisation’s competitive
advantage
There are different benefits of the learning and developed in the Netflix that are as
defined below as:
 Performance improvement: It improvise the working performance, behaviour, nature of
the employee by which they could work with more sufficiency and company gets the
benefit of it as their performance will also get enhanced (May, 2018).
 Increases employees satisfaction: If the employee get training on continuous basis then
their skills get more developed by which the satisfactory feeling will be generated in the
employee and they get more satisfied with the company.
 Better innovation: As Netflix works for the social platform thus it is mandatory that they
impart different innovation and that is possible by conducting the training and
development.
2. Rewards & performance management
a) Explain the concept of rewards management and the importance of extrinsic and intrinsic
rewards to employee and the organisation
Reward management is the process through which the reward will be provided to the
employee as per their performance and it is the strategic approach of the Netflix to get motivates
the employees. It has been given to the employee that has a better contribution in the success and
growth of the Netflix. The intrinsic and the extrinsic rewards will motivate the employee and the
employer in order to improvise the performance of the company (Linder, 2019). Intrinsic
rewards are very much important as compare to the extrinsic rewards that brings the more
satisfaction in the employees and has the positive impact on the working ability and the
performance of the Netflix.
There are different importance of intrinsic rewards as in consist of the personal
achievements and the growth that imparts the sense of attaining the higher development and
accomplishment of the future goals. On the other hand extrinsic rewards are also very much
important and act as the tangible rewards that are basically offered by the higher authority of the
company (Rose, 2018). It improvises the better condition of the more satisfaction from the
particular job profile that generates better profit of the Netflix.
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b) Explain the concept of performance management and reflect on the performance management
system used in your organisation
Performance management is a process through which the performance of each individual
that has worked within the company will get managed and analysed. In creates the better
environment in which all the employees perform with their better skills and the abilities. The
major purpose of this is to bring more motivation within the employee by which company could
attain their goals and the objectives in timely manner (Mone, 2018). The performance
management system is an approach of the company through which the vision, mission, aim,
objectives targets of the Netflix will get accomplish with the better utilisation of all the resources
and the better man force. It helps the human resource manger to manage the working abilities of
each and every individual and brings the better platform to the entire employee by which they
measure higher growth in their own life.
The performance management system of the Netflix is that they could gain the better
advantage within the company and improvise the working style of the employees. They provide
the adequate rewards as per the performance of the employees by which they could work with
the better reflects and intakes all of their knowledge in order to take achieve the target in
effective manner.
c) Critically evaluate the relevance of the rewards and performance management system to the
organisation’s profitability and productivity
The performance management system of the Netflix helps to improvise the profitability
and the productivity of the company get more developed. Netflix gain the higher acceptability in
the market and the larger number of people get attract towards their work and that all is possible
with the better performance of the company (Perkins, 2020). If the employee works with
appropriate manner that directly leads to the success of the company and that is same that is
happen with the Netflix. They provide the advance training and development and provide the
rewards as per the performance that furthermore develops the profitability ratio of the company.
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CONCLUSION
This has been concluded from the above report that human resource management is most
needed part of the business as it manager the different actions with more adequacies. There are
different learning, development and training methods that could be used by the company. In
addition to this there are different rewards and performance management that could be used by
the company in order to develop the performance of the business.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. And et. al., 2018. Strategic human resource management. Oxford University Press.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Linder, C., 2019. Power-conscious and intersectional approaches to supporting student activists:
Considerations for learning and development. Journal of Diversity in Higher
Education, 12(1), p.17.
May, P., Ashford, E. and Bottle, G., 2018. Sound beginnings: Learning and development in the
early years. Routledge.
Mone, E.M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Oyston, E. ed., 2018. Centred on learning: academic case studies on learning centre
development. Routledge.
Perkins, S.J. and Jones, S., 2020. Reward management: Alternatives, consequences and contexts.
Kogan Page Publishers.
Rose, M., 2018. Reward Management: A Practical Introduction. Kogan Page Publishers.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
ONLINE
Training process, 2020. [Online] Available through: < http://www.meiat.om/our-training-
process/ >.
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