Human Resource Management Blog for Netflix: A Comprehensive Analysis

This blog article provides an in-depth analysis of Human Resource Management (HRM) practices, specifically focusing on their application within Netflix. The report begins by defining HRM and its core functions, such as recruitment, selection, and employee relations. It then delves into key areas, including learning, training, and development, differentiating between training and development and identifying training needs and types, with examples relevant to Netflix. The report explores job and workplace design, with a focus on reward management, differentiating between extrinsic and intrinsic rewards and linking them to motivational theories. Furthermore, it examines organizational flexibility, including its different forms and flexible working options, and discusses performance management systems, including traditional and modern methods. The conclusion emphasizes the importance of HRM in enhancing employee performance and organizational success, highlighting the significance of training, rewards, and flexibility in achieving strategic goals. The report is well-supported by academic references, providing a comprehensive overview of HRM principles and their practical application within a real-world context.

HUMAN RESOURCE
MANAGEMENT-
BLOG ARTICLE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Learning, training and development............................................................................................3
Job and workplace design............................................................................................................4
Flexible organisation...................................................................................................................5
Performance and reward..............................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
HRM is a practice which focuses on the various functions such as recruitment, selection,
induction, orientation and so on in compliance with labour laws. This department is accountable
for creating and looking the policies today governor for their employees and also helpful in
developing and maintaining relationship with them (Armstrong and Taylor, 2020). This report is
in the context of Netflix and also developed in a blog format in order to fulfil various needs like
comparison between training and development, identify training needs and types of training.
Reward management is also discussed and also describe the link between motivational theory
and reward. In addition to this flexibility of organisation is presented with the suitable benefits
for employers and employees and lastly performance management system is described for the
betterment of employees performance.
MAIN BODY
Learning, training and development
Differentiate between development and training
Training is a procedure in which trainees get chance to learn and enhance their skills and
knowledge that are required to perform their job and learning with earning is termed as training.
Meanwhile training this conducted for the top level employees is considered as development it
and it is an ongoing process in which employees learn to improve their practical and theoretical
knowledge (Bratton and Gold, 2017).
Basis Training Development
Meaning Training is termed as a learning
procedure in which employees get
chance to enhance their skills and
competencies according to the
requirement of job.
It is considered as an educational
procedure which is related with the
overall growth of work force.
Objectives Its objective is to enhance the
working performance of their
employees in order to increase
productivity of company.
Its aim is to prepare employees for
the upcoming and future challenges.
Identify training needs

Training is useful to enhance the performance of employees and organisation both and its
need is identified with the help of some basic points and it is identified by the HR manager of
Netflix and to identify these needs they must have good determination and examination skills to
observe Their employees. Some identification steps of training are as follows:
 The performance of employees are explore by the manager and also determine few
aspects in which their employees are lacking.
 Also compare their organisation with the similar working organisation with the help of
their outcomes and results or in terms of technologies and changes.
 Managers can also conduct individual assessments to determine the performance of their
employees.
 After determining all these points training program is conducted according to the
different job roles and requirements of employees that help in boosting and improving
their knowledge and skills.
Types of training
On the job training: This type of training is conducted in order to provide practical
knowledge to employees as here candidates are directly accessible to the equipments of
organisation in order to gain knowledge regarding their specific job role as per its requirement
(Sparrow, Brewster and Chung, 2016). In relation with Netflix, they provide this type of training
only to their lower level employees as it is directly related with the cost and expenses of
company.
Off the job training: This kind of training is organised to gain theoretical knowledge in
order to perform specific job role. This type is considered as the most appropriate as it is useful
in enhancing the basic concept of job. In terms of Netflix opt this method in their professional
sector and to recruit higher level employees.
Job and workplace design
Reward management
It is related with the formulation and implementation of various policies and strategies as
its objective is to reward people in fairly and equitable manner according to the values of
company. It is related with the analysis and controlling about the remuneration and compensation
of employees and also consider other benefits of employees.For this there are two types of
reward are as:

 Extrinsic reward: It depicts those rewards and benefits that can be seen and touchable by
employees in order to provide them satisfaction in their job. As it include various awards
in it such as bonus, salary raise, gifts, promotion and many more.
 Intrinsic reward: These rewards tends to provide personal satisfaction to employees and
make them feel better in an organisation and boost their performance to attain relative
outcome full stop as these rewards include recognition, trust, faith, empowerment and
information that provide personal satisfaction to employees regarding the job.
Both the types of reward is used by Netflix to motivate Their employees and provide
satisfaction regarding their job role as it helps in enhancing their performance.
Link between motivational theory and reward
Motivational theories carry many factor in it which helps in motivating and encouraging
employees to perform better that tends to attain better results for an organisation. There are two
types of motivational theories process and content as process described the different kinds of
personality traits and their impact on human behaviour meanwhile content describe the
determination of factors and elements that helps in motivating employee to perform better and
efficient manner (Jabbour and de Sousa Jabbour, 2016). For this motivational theories are highly
related with the world and to motivate employee reward plays an important role as it tends to
enhance morality and creativity among employees buy satisfying there fundamental
psychological needs which describe various factors such as food shelter clothes and so on.
Flexible organisation
Types and models of flexibility
Flexible form describe the structure of organisation which needs to increase the plasticity
in the changing market conditions in order to achieve competitive advantage. In relation with
Netflix to describe the flexibility of organisation, Atkinson model is used which helps in
identifying the levels of importance for the groups of employees and also generate workforce
flexibility it is important in company. For this it's different forms of flexibility are discussed as:
 Functional: It is related with highest kills among the different task by the core group of
employees. As it allows management to rearrange the workers among the multiple work
forces and tasks. Developing functional flexibility tends to increase the requirement of
training among employees and more flexible working hours for employees which is
valuable for company.

 Numerical: It is applicable on that workforce which is related with the low level and
skills that are available in labour market. It means that employers matches the demand of
labour with the number of employees by considering the contract of company (Guest,
2017). It is achievable with the help of short term contracts, outsourcing and temporary
workers.
 Financial: It describe the capability of company which can be adjust according to the
payment of liver is it depends on the supply and demand of workers in an organisation
full stop it is scribe the compensation regarding to the individuals on the termination of
contract. So it is related to the supportive of numerical and functional flexibility.
Flexible working options
Flexible working options provide alternative approaches it is useful in getting work done
with the employees in an effective manner without impacting their personal life. In relation with
this flexible working options include many elements actors working as locations dog structure
and many more (Delery and Roumpi, 2017). For this Netflix offer creative approaches to the
employees in order to complete work on time by promoting work balance between the work and
personal commitments that tends to offer more positive and productive working environment is it
leads to improve moral and productivity of employees.
Performance and reward
Performance management
Performance management is a procedure which is useful in making sure and setting the
activities which meet the goals of organisation in an effective and efficient manner. Performance
management put emphasis on the performance of organisation as a department and employee and
also manages the particular task (Kianto, Sáenz and Aramburu, 2017). Performance management
standards are generally set by the seniors and the top level managers of an organisation as it
include specifying task and outcome of job in order to provide on time feedback by comparing
the actual performance and behaviour of employee with the desired performance. Performance
management system is directly related with the reward and motivation of employees as to
motivate employees evaluation of performance is important and on that basis, reward is decided.
Methods of performance management
In order to evaluate the performance of employees it is divided into two sections which is
discussed as under:

 Traditional: It is considered as the oldest and simplest form of performance management
method which compare the performance of employees on the basis of their ranking and
comparison on the basis of graphics (Bratton and Gold, 2017). For this, it include various
elements in it such as ranking method, paired comparison, grading, checklist method,
field review, confidential report etc.
 Modern: It is considered as the modern approach to evaluate the performance of
employees as in this 360 degree is most commonly used in the organisation and also
opted by Netflix as here management and evaluation of performance of employees is
done from all the directions and by each and every individual scheduling peers customers
subordinates employees managers and so on. It includes various methods in it like
Management by objectives, assessment centres, cost accounting method and so on.
CONCLUSION
From the above discussion it is concluded that development and training is important in an
organisation in order to enhance and improve the performance of employees in an organisation
both and it is conducted by the HR department. In this blog various elements are discussed like
reward management flexibility of organisation performance management and reward and in this
context human resource management plays an important role in order to perform and manage
these activities which is useful in increasing the performance of organisation and tends to
achieve success.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research 81. pp.11-20.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.