People Resourcing and Development Strategies at Netflix: A Case Study

This case study explores the people resourcing and development strategies at Netflix, supported by academic theory and models. It examines the internal and external context that influences Netflix's strategies and assesses the labour markets in two countries. Based on good practices in People Resourcing and Development functions, it advises how Netflix can position themselves to be competitive in each of the two labour markets.

People resourcing and
development

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
TASK 1............................................................................................................................................2
Define people resourcing and development strategies at Netflix ...............................................2
TASK 2............................................................................................................................................3
Examination of different internal and external context influence Netflix people resourcing and
development strategies supported with academic theory and model .........................................3
TASK 3 ...........................................................................................................................................4
Assess the labour markets in two countries referred to in the Netfix case study........................4
Based on good practices in People Resourcing and Development functions, advise how Netfix
could position themselves to be competitive in each of the two labour market.........................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
People resourcing and development is one of important activity in business that allow
people to explore links among internal as well as external context for development of HR
strategy of company and also create influence with decision strategy in people by providing them
reward and recognition for their recognition (Almeida, Frino, and Milosavljevic, 2020). This
project report include analysation of Netflix which was foundered in the year 1997 by Marc
Randolph and Reed Hastings in Scotts Valley. It is one of leading organisation that provide
subscription based OTT services to their user. It offers various web series, TV series, feature
film, documentaries in different languages and genres. This project report includes definition of
people resourcing and development strategies as Netflix that is supported with various academic
model and theory of practice. It explants ways of internet and external context of influence of
Netflix people resourcing and development strategies that is supported with relevant academic
theory or model.
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MAIN BODY
TASK 1
Define people resourcing and development strategies at Netflix
People resource and development is considered as important activity for an organisation. It is a
part of human resource management that focus with obtaining right employees with right skills
and capabilities at right place. It is important for future development and growth of company. An
organisation that has high performance ability will be able to attract as well a retain right
employees who is engage and committed with company for purpose of adding values for
organisation. It allow company to explore their links among internal and external context for
development of HR strategy for company (Cheetham, 2022). It also create influence over
strategic choices available to company and provide new ways to provide reward to employees
who are contributing for success of company. There are various employee development
strategies that assist organisation to improve its profitability and efficiency. Explanation of these
strategies are mentioned below:
Performance management: It is a management tool which helps managers of company
to monitor as well as evaluate work of employees. Goal of performance management is to
develop an environment where different people can perform their best and can be able to develop
high quality work. It is a strategy that assist managers to review performance of employees and
make efforts to improve it. It is an important tool in human resource management which aims to
improve performance of employees and also motivate them for giving their best for attainment of
goals and objectives of company. In Netflix, traditional performance review technique does not
work effectively and does not helps to improve performance of employees but with ues of
performance improvement plan, managers of Netflix will be able to improve performance of
employees. It will allow them to scale up performance of employees and also helps them to cope
up with changes.
Hire and fire strategy: It is another important strategy which is required by company in
order to ensure proper availability of employee in an organisation. Netflix is a leading company
and also has largest company in term of subscription. It is an international organisation that
provide them products and service on international level. For this, it require more employees in
order to maintain competitiveness in organisation. In order to conduct operation of organisation,
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business require employees for this purpose, human resource managers of company needs to hire
employees in their organisation. In order to maintain competitiveness in organisation, they only
needs to have high skilled employees. For this purpose, Netflix needs to fire non productive
employees from their organisation.
Interview techniques: It is also a people resourcing strategy which is adopted by Netflix. Main
focus of this strategy in at hiring employees that match to requirement of company. On basis of
this techniques (Diez, Bussin, and Lee, 2019). Managers of company hire diver skills employee
in their organisation. Interview is consisting 40 to 60% weight of total interview that allow
employees to be sure that personality of individual is compatible as per requirement of company
and rest weight is for technical ability of a person. Interview panel of Netflix consider different
factors in order to make final decision like technical ability, decision making power, skills and
knowledge of candidate.
TASK 2
Examination of different internal and external context influence Netflix people resourcing and
development strategies supported with academic theory and model
Internal influence
Corporate objectives: It is one of international context that create impact over performance of
company. These objectives are set by management of company and allow company to focus on
functional activities. It can create influence over aim and focus of company that can results in
negative impact over performance of business.
Operational Strategies: These are strategies which focus with operational activities of company
that create impact over production of company. It is important Netflix to hire new employees and
retain existing employees for purpose of maintaining operational efficiency of organisation.
Marketing strategies: These strategy assist company to understand requirement of market and
satisfy these requirement by making changes in products and service. For this purpose, Netflix
needs to hire employees who has market knowledge and also understanding about marketing
trends.
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External influence
Market change: There are different changes occur in market and its trend which is to be
implemented in business. In order to adopt these change, business require efficient employees
who can influence other to adopt these changes in business.
Technological Change: It is a factor that create impact over operation of organisation as with
up-gradation of technology allow company to improve efficiency. Technological change require
more efficient employees who has knowledge of using these technology.
Political and legal changes: These are various political and legal changes which is adopted by
companies in their organisation (Faubert, Campbell, and Osmond-Johnson, 2018). It is
important for them in order to ensure smooth flow of operation of company with out any
interruption. For this, managers require employee who has prior knowledge of different
legislation and laws that helps them to maintain legal requirement.
TASK 3
Assess the labour markets in two countries referred to in the Netfix case study
The case study of Netflix is based on two major countries labour market which are
America, United States and Tokyo, Japan. Netflix is involved in identification of different issues
with global employees for example the 200 Levin candidates to grant lift the cultural practices
which are hard to be adopted by Americans. The culture of Japan is totally different from
American culture which is creating major problems for the company.
The labour marketplace of Japan is consisting of low unemployment and increased effect
as the market related to labour results into development of high performance capabilities. It is
essential role of business entity to focus on analysing cultural practices formulated by Japan for
achievement of key goals and objectives. The Japanese structural changes are occurring due to
change in technological practices and progress which can impact on the whole society. In the
labour market, there are various skilled labour which demands for high wages when performing
job duties. The training system and its adaptation can make a company more competitive at the
marketplace which is a major factor (Luo, Oakes, and Schein, 2019). The risk factor in Japanese
marketplace is also dominated by large share of jobs as significant change with the automation.
The labour market of USA is also having low unemployment rates which are effective in
in order to evaluate different business practices. The different types of labour available in the
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market of USA also impact on functioning of all major companies in the marketplace. The USA
labour marketplace is full of skilled labour forces that demands for high wage rates. In the tough
times created by pandemic, labour market of USA has suffered from a lot of changes which are
negative.
In the Japanese work based culture practices, the employees select one organisation and
work in that company till they retire. The employees in Japanese marketplace also focus on
working hard even more than their capacity. Netflix company performs appropriate techniques to
focus on understanding culture of country in order to achieve desired goals. The Japanese liver
market follows culture of hire and fire which is related to different policies and plans. The USA
based culture of Netflix could be adopted by Japanese people if the company perform ethical and
sustainable practices. In order to increase effectiveness and efficiency of company, it is essential
for business to focus on Japanese culture.
The Netflix company should also change their hiring strategy in order to compete in
Japanese market as a major OTT platform. The hiring strategy of Netflix in Japanese
marketplace should be supported by professional human resource practices which play a major
role in company development (Mancuso Brehm, 2019). The Netflix company has confidence that
it can easily adopt Japanese marketplace conditions with the help of professional practices of
management. The market culture of Japan should be also considered by Netflix and develop
strategic and planning framework accordingly.
TASK 4
Based on good practices in People Resourcing and Development functions, advise how Netfix
could position themselves to be competitive in each of the two labour market
The brief analysis of good people resourcing and development strategies of Netflix it is
recommended for the company to take into consideration perfect approach for recruitment and
selection. It is also one of the major role of company to focus on hiring skilled and talented
employees in order to develop effective practices. The Netflix company should also focus on
analysing culture of Japanese marketplace with use of modern tools and techniques. It is also
recommended for Netflix to adopt a major strategy which is helpful in hiring professional and
qualified employees (Morrissey, 2019). The company also needs to consider major different
ways which are helpful in targeting labour market of Japan. The good practices which are
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developed in the marketplace of USA should be also implemented in Japan for achievement of
better results and approaches. All major companies in the international and national marketplace
like Netflix should focus on development of key strategic approach which is helpful in
development of culture (O’Donovan, 2019). The human resource management of Netflix should
also take into consideration application of hiring strategy which is helpful in providing right type
of employees.
The management of Netflix should also provide monetary and non-monetary rewards to
employees in order to increase the performance. This approach will also help Netflix company to
increase productivity of employees in a short span of time. The Netflix company should also
develop key approaches related to development of organisational goals and objectives for higher
development. The Japanese market can be captured by Netflix by taking into consideration major
strategies developed and formulated by top level management and board of directors It is also
one of the key role of Netflix to facilitate development of organisation with the help of
professional strategic management (Pouyandekia, and Memari, 2020). Performance management
and review techniques should be developed by Netflix in a well defined manner for achievement
of long term goals. In order to establish successful operations in the competitive marketplace, it
is major role of Netflix to develop competitive strategies. The Netflix should also analyse
external or macro environment of Japan in order to develop systematic and precise operations.
All major companies should follow ethical and sustainable practices when they enter new
marketplace. It is also one of the key role of management of Netflix to focus on development of
key strategic frameworks formulated by top level management (Reilly, 2018). The Netflix
company is also suggested to hire skilled labour in order to gain competitive advantage in a short
period.
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CONCLUSION
From the above report, it can be concluded that organisation plays important role in
managing business human resource as well as create development strategies with the objective of
gaining competitive advantages over other competitors. It enables organisation to retain skilled,
talented and experienced employees with organisation for longer period of time. Business
conduct various operations such as hiring and firing to occur talented employees and fire
ineffective and unproductive employees from organisation that help business to attain its
determined goals and objectives in effective manner. Hiring of effective employees facilitates
business to maintain strong image among customers and current market place. Business culture,
HR policies as well as practices enable business to face challenges in efficient manner that lead
business towards growth and success.
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REFERENCES
Books and Journals
Almeida, S., Frino, B. and Milosavljevic, M., 2020. Employee voice in a semi‐rural hospital:
impact of resourcing, decision‐making and culture. Asia Pacific Journal of Human
Resources, 58(4), pp.578-606.
Cheetham, T., 2022. ‘A sad story of delay and obstructionism’: the impact of external
relationships on the resourcing and development of Bletchley Park during the Second World
War. Intelligence and National Security, pp.1-18.
Diez, F., Bussin, M. and Lee, V., 2019. Strategic Resourcing. In Fundamentals of HR Analytics.
Emerald Publishing Limited.
Faubert, B., Campbell, C. and Osmond-Johnson, P., 2018. Enabling Educator Professional
Development Through Resourcing: A Pan-Canadian Perspective. International Studies in
Educational Administration (Commonwealth Council for Educational Administration &
Management (CCEAM)), 46(2).
Luo, Y., Oakes, T. and Schein, L., 2019. Resourcing remoteness and the ‘post‐alteric’imaginary
in China. Social Anthropology, 27(2), pp.270-285.
Mancuso Brehm, V., 2019. Respecting communities: languages and cultural understanding in
international development work. Development in Practice, 29(4), pp.534-537.
Morrissey, J., 2019. Towards a human security vision of global climate action. Geoforum, 107,
pp.220-222.
O’Donovan, D., 2019. HRM in the organization: An overview. Management Science, pp.75-110.
Owen, J.R., Zhang, R. and Arratia-Solar, A., 2020. On the economics of project-induced
displacement: A critique of the externality principle in resource development projects. Journal of
Cleaner Production, 276, p.123247.
Pouyandekia, M. and Memari, Z., 2020. How can clubs play an essential role in talent
identification and development programmes? A case study of German football. Sport in Society,
pp.1-35.
Reilly, P., 2018. Building customer centricity in the hospitality sector: the role of talent
management. Worldwide Hospitality and Tourism Themes.
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