Comprehensive Analysis of HRM Practices at Netflix: A Detailed Report

This report examines the Human Resources Management (HRM) practices of Netflix, a leading streaming service founded in 1997. The report focuses on two key areas: training, development, and learning, and reward and performance management. It differentiates between learning, development, and training, highlighting the importance of each in employee skill enhancement. It details Netflix's training methods, including external training, group discussions, and role-playing, and analyzes their impact on employee engagement and innovation. The report also explores Netflix's reward and performance management systems, discussing both intrinsic and extrinsic rewards, and their influence on employee motivation and productivity. The analysis includes the relevance of these practices to Netflix's competitive advantages, and the links between rewards and performance management in fostering a productive work environment. The report also highlights the potential drawbacks of the system, such as the potential for conflict.

HUMAN RESOURCES MANAGEMENT

Contents
DIFFERENT HRM PRACTICES OF NETFLIX..................................................................................3
REFERENCES......................................................................................................................................7

DIFFERENT HRM PRACTICES OF NETFLIX
Human resources management refers to carrying the duty of managing the overall
activities in the business regarding recruiting trained and skilled employees to carrying the
right to terminate any employees. Thus, they mainly carry the responsibility in respect of
managing the human capital through imposing the accurate government policies and also
protecting their interest in respect of guiding them to attain the right path (Banerjee, Gupta
and Bates, 2017). This report is covered with the article based on the Netflix which is
founded in 1997 carrying the innovative objectives in terms of streaming services. In this
report, the articles are presented on the base reflecting two major points such as training,
development and learning and secondly it reflects the matters relating to reward and
performance management.
Learning, training and development:
The major difference between the learning, development and training is relating to as
learning refers to the act of gaining Knowledge and skills regarding understanding any
particular thing which is useful in accomplishing the task in more better way. This is also
interpreted in respect of carrying the changes by viewing the past experiences and also the
opportunity which they gained through enhances their learning in better way. In respective of
development, it is not mainly focused on job related activities but also develops their personal
capabilities regarding attaining any task (Batista, de Castro and de Castro, 2016). The main
focus of development is to be enhances the learner conceptual and perpetual base in getting
experiences in any particular areas. In context of training, it is mainly carried through
learning, developing the person skills to attain the task by their own through guiding them to
choose the right path. Thus, training is undertaken in respect of transferring specific skills
which helps in reducing the gaps of skill or knowledge which is gained through undertaking
the training procedure.
Training refers to the process of learning which is mainly given to the new employees
in respect of building their knowledge and skills to words the business and also they became
familiar about the company working. Training process is mainly undertaken regarding
building the skills in respect of carrying the following procedure such as in respect of
examining the needs of training which is undertaken in respect of viewing their actual
performances and the set standards targets which they apply wider strategies to attain them
(Brinkley-Etzkorn, 2018). The next step is relating to determining the particular type of
training which is undertaken by examining the necessity of the particular training to bring
changes in their working criteria. Thus it so necessary to focus on which types of training is
needed so that time is to be saved and also the focus is to be undertaken in respect of meeting
the basic objectives of the persons.
The third step is relating to Identifying the targets and objectives, so that employer
can prepare the agenda of the training. By this aspects they had to carry the effective
communication skills and also use clear languages so that they can convey the accurate
thoughts and ideas to trainee. It is also examined that accurate interaction is to be done in
respect of examining the main objectives before starting the training session. The next step is
relating to the Imposing training session in which the training is undertaken by the
professional or experts who are expertise in guiding the trainees in right way (Brown,
Kraimer and Bratton, 2019). Usually trainees get bored if they find the casual training

procedure so in respect of making the training interesting graphs, diagram or visual
presentation is undertaken to make them feel more interacting and useful in underrating the
basic points. The last step which is one of the major step in training process is Evaluating the
training programs in which the question and answer procedure is understood which helps the
instruction to face the truth regarding the providing appropriate training.
There are various methods which is undertaken under the training and development in
Netflix such as in respect of providing the outside training session. This helps in expanding
the Knowledge and thinking regarding enhancing the knowledge or areas which they carry at
work place. This helps in bringing more creative ideas in the Netflix services. Another
method which they can use is relating to the group discussion method in which they carry the
open door facility regarding sharing ideas and thought regarding bringing changes in the
existing working style (Dai, 2018). By this aspects, it results in bringing various ideas in
business and also it helps in reducing the impact of culture differences in the work premise.
As Netflix is famous for its reputation by carrying different culture people and putting them
in similar platform. Thus, by undertaking this training session helps in enhancing the interest
of the employees regarding sharing any views freely.
Role playing method carries to be the innovative method which is adapted by Netflix
regarding examining the stability of the services which they are providing to their customers.
As Netflix not only focus on providing the services for particular segment, they mainly focus
on all types of segment such as spiritual series for senior citizen, romance series for
youngsters and thriller and action series for the adults (Gil and Mataveli, 2016). Thus, in
respect of adapting the role playing methods helps in examining the views of the person by
viewing such services or the changes which they had to implement in the existing services.
By this aspects, the views of all the employees are undertaken and also they are guided to
bring creative ideas in the business.
In respect of examining the Netflix competitive advantages through understanding
the benefits of learning and development in context of comparison with other streamlining
services such as in comparison with the amazon prime. The benefits is gained in respect of
providing internal promotion and opportunities which results in getting more chances of
reducing the employees turnover in the organization. As through learning and development,
they are getting chances to gain promotion in the post through using their skills and ideas to
accomplish the work in innovative way (Gynther, 2016). Another benefits is examined in
respect of increasing productivity which results in sustaining their position in market for
longer way. As if their learning is build up in right manner, it results in accomplishing the
task with more loyalty and also use different strategies to reduce waste in the business. By
this aspects, it helps in contributing their learning to different team members to choose the
same strategies to retain business for longer time period.
Investing in advanced technology results in sustaining the business for longer way and
also in respect of providing the right training helps in building the learning skills in right
manner. The Knowledge of technology is not limited to the professional area but also it is
useful for the personal life as well (Urick, 2017). Thus, in respect of developing the skills
results in getting more benefits in business regarding bringing new and creative ideas through
reaching and building strong base for customers.
Reward and Performance Management:

Reward management is mainly undertaken by the HRM in respect of appreciating the
skilled, trained and expertise person who maintain loyalty and fair working in the business
and gain equitable activities to bring innovative ideas in business. In context of Netflix, it is
necessary to adapt the procedure of rewards regarding managing the interest of the employees
at work place and also giving them priority to move to the upper post (Hardy III, Day and
Arthur Jr, 2019). Rewards are mainly given either through the public recognition or giving
monetary benefits which helps in managing their personal and professional life in better way.
Intrinsic and extrinsic rewards are mainly given in respect of motivating the employer
and employees to improve the performance and productivity of the business. Most of the
employees feel that they are happy with the intrinsic rewards in respect of offering the
extrinsic rewards. The importance of the intrinsic reward to employees is that it enhances
their personal growth through getting achievement for the work done (Hewett and Lemon,
2019). It also offer various other benefits in the form of giving trophies or medals for giving
outstanding performances in the business. Usually employees are happy if their work is
appreciated or they are rewarded with the best performer in the organization.
Similarly in case of extrinsic rewards, it is important in respect of offering the person
with the higher post by viewing their capability and skills to attain the task in different
manner. In respect of employees, this is impotent regarding giving the liability of the person
to hold the authority of handling the team (Holmes and Carr, 2017). In case of organization, it
refers to one of the negative aspects regarding bringing conflict at work place. But
organization can also enjoy this benefits in respect of increasing their productivity through
getting higher skilled and trained person in the business.
Performance management refers to the process of managing and viewing the
performances of the workforce in the organization. It is necessary so that the incapable
person are guided and motivate to work in comparison with the capable person (Upadhyay
and Khandelwal, 2019). The main objective of undertaking this activity is resulting in
keeping every individual in the single platform to connect with the company mission and
objectives to be achieved in right direction.
In respect of reflecting the performance management system in the Netflix it is stated
that they are mainly operating in the standardized performances management which reflects
the matters of setting the target or goal which they had to achieved within the stipulated time
period. In case of Netflix, they are using facing tough competition in the market regarding
retaining the customer through providing the innovative series (Mone, London and Mone,
2018). Thus, by achieving this objectives, they mainly set the target and goals for their
employees to bring innovative ideas in the business. It can be achieved in respect of
managing talent and also different culture people through motivating them to adapt different
strategies in business. Thus Netflix adapt the employment development procedure through
providing training to them, before imposing any task or also providing feedback in exchange
of the work committed.
In context of examining the relevancy of the rewards and performances management
system in Netflix is based upon the wages and also offers ample learning opportunity to them.
As rewards are mainly paid after viewing the performance of the employees in the
organization and this is undertaken in respect of imposing the target which is to be achieved
within the set time period (Noe and Kodwani, 2018). Thus, in such aspects the relevancy is

undertaken in respect of examining the performances of the employees regarding attaining
the task by using different strategies and also accomplishing such task within the particular
time period. Thus, by this manner, the rewards is given in viewing the excellent performances
attained by them.
In relation to understanding the relevancy between the two, it is stated that it
sometimes deprived the skilled person to not attain the opportunity to get rewards. As the
performances is judged by viewing the overall capabilities but it is not necessary to get
equivalent results in every time (Pavlov and et.al., 2017). Thus the rewards are given on the
bases of examining the performances and thus results in bringing conflict at work place in
respect of not appreciating through performing better in some task.
Another relevancy which is examined through increasing the productivity by
understanding both the aspects is relating to the creating values in the business is reducing
waste in the business (Tisch and Metternich, 2017). As performance management is mainly
enhance through identifying the overall strategies which is used by employees and
accordingly rewards are given in respect of managing the work in better scale. Thus, it
indicates the links between the rewards and performance management in better way.
Thus from the above study, the article conclude with the matters relating to the study
of the effectiveness of the HRM practices regarding managing the overall performances in
Netflix. HRM carry the practices regarding retaining the interest of the employees through
providing the accurate training and development to build their skills in better way. It is also
stated that in respect of giving rewards and incentives results in sustaining the business
through getting more productive results.

REFERENCES
Books and Journals
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knowledge worker’s motivation to transfer training: testing moderating effects of
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learning objects on scratch: Training of teachers of information and communication
technologies. In 2016 XI Latin American Conference on Learning Objects and
Technology (LACLO). (pp. 1-5). IEEE.
Brinkley-Etzkorn, K. E., 2018. Learning to teach online: Measuring the influence of faculty
development training on teaching effectiveness through a TPACK lens. The Internet
and Higher Education. 38. pp.28-35.
Brown, M., Kraimer, M. L. and Bratton, V. K., 2019. Performance Appraisal Cynicism
Among Managers: a Job Demands Resources Perspective. Journal of Business and
Psychology. pp.1-14.
Dai, H., 2018. A double-edged sword: How and why resetting performance metrics affects
motivation and performance. Organizational Behavior and Human Decision
Processes. 148. pp.12-29.
Gil, A. J. and Mataveli, M., 2016. Rewards for continuous training: a learning organisation
perspective. Industrial and Commercial Training.
Gynther, K., 2016. Design Framework for an Adaptive MOOC Enhanced by Blended
Learning: Supplementary Training and Personalized Learning for Teacher
Professional Development. Electronic Journal of e-Learning. 14(1). pp.15-30.
Hardy III, J. H., Day, E. A. and Arthur Jr, W., 2019. Exploration-exploitation tradeoffs and
information-knowledge gaps in self-regulated learning: Implications for learner-
controlled training and development. Human Resource Management Review. 29(2).
pp.196-217.
Hewett, K. and Lemon, L. L., 2019. A process view of the role of integrated marketing
communications during brand crises. Qualitative Market Research: An International
Journal.
Holmes, W. T. and Carr, M., 2017. Motivating language and self-mentoring: A training
program supporting the development of leaders in organizations. Development and
Learning in Organizations: An International Journal.
Mone, E. M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge
Noe, R. A. and Kodwani, A. D., 2018. Employee Training and Development, 7e. McGraw-
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Pavlov, A. and et.al., 2017. Modelling the impact of performance management practices on
firm performance: interaction with human resource management
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Tisch, M. and Metternich, J., 2017. Potentials and limits of learning factories in research,
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Upadhyay, A. K. and Khandelwal, K., 2019. Artificial intelligence-based training learning
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Urick, M., 2017. Adapting training to meet the preferred learning styles of different
generations. International Journal of Training and Development. 21(1). pp.53-59.