Netflix: Evaluating People Resourcing and Development Strategies

This report provides a detailed analysis of Netflix's people resourcing and development strategies. It defines these strategies, including the controversial 'hire and fire' approach, and examines how internal and external contexts, such as political, economic, social, technological, legal, and environmental factors (PESTLE analysis), influence them. The report further assesses the labor markets in Japan and the United States, highlighting the challenges Netflix faces in adapting its HR practices to different cultural norms. Finally, it advises on how Netflix can position itself to be competitive in both labor markets, considering good practices in people resourcing and development. The analysis covers Netflix's interview techniques, performance management, and the impact of cultural differences on employee acceptance of feedback and compensation transparency. The document is available on Desklib, a platform offering a wide range of study tools and solved assignments for students.

People Resourcing and
development
assignment.

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Define the People Resourcing & Development strategies at Netflix.....................................1
TASK 2............................................................................................................................................3
Explain how the different internal and external contexts influence Netfix’s People Resourcing
and Development strategies....................................................................................................3
TASK 3............................................................................................................................................3
Assess the labour markets in two countries referred to in the Netfix case study...................3
TASK 4............................................................................................................................................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.....................4
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................6
Books and Journals.................................................................................................................6

INTRODUCTION
Employee resources and development is one of the most common activities of Human resource
management that aims to obtain the right workforce compiled with the appropriate qualities
capabilities knowledge and skills that has a potential for future development and training
(Mankevich, and Svahn, 2021). The present report is based on the Netflix - Netflix was
established in 1997 in Scotts Valley, California, by co-founders Marc Randolph and Reed
Hastings (“A Background and History,” 2014). Netflix is the world’s leading internet
subscription service company. It offers TV series, documentaries, and feature films across a
variety of genres and languages (“Netflix Inc.,” 2020). In 2019, Netflix was ranked fifth
in Fortune’s list of 100 Fastest-Growing Companies (“100 Fastest-Growing Companies,” n.d.).
In June 2016, Netflix decided to expand its international workforce, which by then consisted of
only 150 employees. The present report will discuss the people resourcing and development
strategy of Netflix.
MAIN BODY
TASK 1
Define the People Resourcing & Development strategies at Netflix
Employee resources and development is one of the most common activities of Human
resource management that aims to obtain the right workforce compiled with the appropriate
qualities capabilities knowledge and skills that has a potential for future development and
training. Component for the employee sourcing is performance staffing that includes recruitment
and selection and administration. People sourcing involve attracting and recruiting the
individuals for the right role at the right time and the right cost by understanding the labor
market current market position and unique people proposition (Maria and Kyriaki, 2021).
Employee development is a suitable strategies and measures that are assigned by company's
goals in order to qualify and train the employees for the appropriate job role in technical in
methodological terms. People development strategies are helpful in serving securing the needs
for the executives in order to improve the profitability and efficiency of the company.
Hire and fire strategy: Netflix is one of the leading and the largest internet subscription service
company that offers different documentaries featured films TV series into the variety of genre
and languages. The company has expanded to International workforce and is known for unique
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human resource practices. In terms of employee sourcing strategies of Netflix the company has a
cutthroat mentality to source highest achievers and to retain high performers. This strategy of
Netflix is commonly known as hire and fire in which company only e retains the high
performance employees and fires the other ones (Eriksen, 2021). Under the recruitment and
termination strategy which is a part of employee sourcing Netflix as a strategy to hire only
experienced candidates and purposely to not recruit newly graduate college students. Also
company as a strategy in terms of sourcing that it does not aims on educational qualifications for
the experienced candidates. Company believes that it's all about the problems you have
knowledge to solve rather than the education certificate or degree.
Interview technique: The second employee resourcing strategy of Netflix focus on hiring the
employees that primarily fits with their culture and secondarily possesses the optimal technical
knowledge. In terms of theories of resource in the company has been using the interview
employee resourcing method in which 40 to 50% of the interview is all about making sure the
personality is compatible with the culture of the Netflix and rest interview rotates for the
technical capabilities of the person. For this the company has a panel of 8 members that consists
HR representatives senior management and the members of core team (Mashiyane and Masuku,
2022). In terms of decision making company As a rule that the final decision making was in hand
of the coating but still no from a single recruitment team member means person won't be hired.
Performance management: In terms to have a centralization of workplace employee as new
development Strategy performance management in which managers and employees confused
about performance as one of the most continuous part and the organic part of the workplace.
Performance management is one of the core admit theory of Human resource management in
which the company aims to manage or upscale the performance of their employees by motivating
and encouraging them to work effectively and providing them regular training and development
sessions. In Netflix is a traditional corporate performance reviews low performers were usually
placed on the performance improvement plan. This plant grow is providing the low performance
training for the other jobs the Netflix has HRD tested performance improvement plans for the
quality assurance of engineers (Perry, 2020). But it is also believed by the Netflix that trees
scaling and employee for the different job is very difficult does Netflix generously gave
surveillance package as a skill did not apply with the world with changed technology.
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TASK 2
Explain how the different internal and external contexts influence Netfix’s People Resourcing
and Development strategies
PESTLE Analysis is used to depict the external environment influence on the Netflix
People Resourcing and Development strategies.
Political: the political stability is very crucial factor for the people resourcing and development
strategy as when the two countries will have good relationship. The company will be able to
outsource the talented pool from another country. This means company may implement
outsourcing strategy that integrate with internationalization.
Economic: for the development of effective Netflix People Resourcing and Development
strategies the investment into the HR department is essential. The good economic conditions in
the company will help in the quick execution of strategy with appropriate flow of the resources.
Social: the firing policy of the Netflix will be highly influenced due to the social injustice of
firing of the IT engineers for going to Japan. This will bring change to the company people
resourcing strategy.
Technological: The technology is a major role in the Netflix people resourcing and development
strategy. As now without hiring through physical interview or manual test that test the
candidate’s potential of been adjustable with Netflix culture. The company can use psychometric
test as per their organisational culture as a new Netflix People Resourcing and Development
strategies.
Legal: the legal of each country differ in which Netflix operates. For example, as the company is
American company where the company has its usual people resourcing and development strategy
nut as it operates in Japan the company has major influence on polices. In Japan the company has
major influence on firing policy as in japan employees prefer long term job rather than here and
there.
Environmental: there is not much influence of environmental factors on the Netflix People
Resourcing and Development strategies. This is because environment has very minimal role in
the human resource of the Netflix.
The working environment of Netflix motivates people to join the company and work to build
quality content. As per avoiding social norms Netflix once fired IT engineers for going japan,
company have very strict policy regarding employee termination and accept that will do the same
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in future. Netflix new technological features give options to shortlist and show interest of
viewers. The use of algorithms for promotion reflects positive parts. Legal factors that have
effect on the company are before entering new market or country, it has to overlook any new
market policies of the government in that country. Netflix have to go through laws such as
intellectual property right, consumer protection laws, security laws.
TASK 3
Assess the labour markets in two countries referred to in the Netfix case study
The case study of Netflix there is discussion regarding the labor market in the two
countries that is Tokyo, Japan and America, United States. The company has acknowledged the
challenges with international employees for example the candidates 200 Levin to give lift the
under the different culture that the given experience in the America making it difficult for the
Japanese employees easily adopt Netflix American culture (Harvey, 2020).
Japan labor market is featured with the low unemployment and the high impact as the labor
market results into the higher performance. There are the structural changes as a technological
progress and the population easy without transforming the supply and demand of the skills in the
labor market of Japan but it is likely to make it increasingly difficult for the employees in order
to find the appropriate workers with the right skills for the adult to find the job that could match
their skills. Japanese labor market there is it determinant impact with changing skill needs and
competencies for which education and training system and short to develop the other in order to
gain a large share of jobs in the Japan as risk of significant change due to automation.
US labor market is hottest it's ever been has low employment and highways growth is
contradicting the week jobs growth figures (Pepple, Zhang and Ofoma, 2021). US job market for
long way off as there is layoff of employees and job growth fell short as huge distortion is
created by pandemic.
In Japan labor market workers resisted and weren’t familiar with the Netflix's open culture
of transparently discussing the feedbacks - both good and bad and compensation amount among
the large group of employees. Open criticism is applicable and worked in the American culture
with Japanese employees did not respond effectively to the idea of hearing the harsh words from
the colleagues and supervisors unless they are in the private space.
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Japanese work culture states that employees pick one company and stay until they retire
even if you don't perform that company work hard to try and keep the candidate on the board.
But as the Netflix as a culture of hire and fire this was shocking for the Japanese liver market.
But American culture of Netflix was worked well in Japan with effective support mentoring and
modeling. Netflix owner stated that they like the efficiency and effectiveness is there culture
breeds as they like the culture it breeds (Harvey, 2020).
In terms of American labor market culture the Netflix completely registered to change their
hiring strategy. Company remain rigid to maintain their hiring strategy abroad in order to adapt
to other cultural norms as company believe that their values are not the American or a silicon
valley values but only the Netflix values. Therefore Netflix believed that the Americans culture
of the organization can expand successfully into the labor market of the Japanese culture so good
its culture and values. Market culture that celebrates the candidates candidness, honesty and
being blunt. This is something that could work effectively into the Western us but not in the
Japan culture or labor market.
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
By analysis the good people resourcing and development strategies of the Netflix it is
suggested to company to uses concept of hiring the talented and skilled experienced employees
in the Japanese labor market with the company can get a Monopoly of hiring experienced
Japanese labors that are unqualified or have low educational background. Japan there is a culture
of people sourcing on the basis of their educational qualifications but Netflix with effective good
practice of people sourcing on the basis of their experience and knowledge the company can gain
a competitive advantage in hiring the talented pool of employees from the Japanese market
(Smith, Yellowley and McLachlan, 2020). This good practice of Netflix is also applicable in the
US market this will lead the company to competitive advantage and also decrease its turnover
during the firing of employees.
The performance review and development plan strategy of the Netflix is highly effective and
has huge potential to challenge the labor market of US and Japan both. Through company has
efficiency in reflecting it's unbiased nature and culture for the employees as they only believe in
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two aspects high performance and experience. Also the hiring strategy of the company using
interview in two segments is highly appreciated and recommended in both market as through this
there will fair judgment and resourcing of candidates of both market and by analyzing the
candidate's ability to fit in culture of Netflix will help in creating effective employee relations
despite of the diversity (Gillezeau, 2019).
CONCLUSION
It is concluded from the above report that for an organisation it is very important to have the
effective people resources and development strategy in order to stay competitive and to maintain
the talented pool of employees. Hiring firing is very common people resources and development
strategy that most of the technical organisations utilise in order to maintain the pool of
experienced and talented engineers that could lead to the profitability and efficiency. Thus, in
order to hire the talented employees from international market it is important to understand their
culture or either set standardization in the company's culture, values and HR policies and
practices to avoid adjustments into new international market
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References:
Books and Journals
Eriksen, I.M., 2021. Class, parenting and academic stress in Norway: Middle-class youth on
parental pressure and mental health. Discourse: studies in the cultural politics of
education, 42(4), pp.602-614.
Gillezeau, M., 2019. A united front. Inside Film: If, (191), pp.26-27.
Harvey, S., 2020. Broadcasting in the Age of Netflix: When the Market is Master. A Companion
to Television, pp.105-128.
Harvey, S., 2020. Broadcasting in the Age of Netflix: When the Market is Master. A Companion
to Television, pp.105-128.
Mankevich, V. and Svahn, F., 2021, January. Resourcing Digital Competence in Product
Development: A Computational Study of Recruitment at Volvo Cars. In Proceedings of
the 54th Hawaii International Conference on System Sciences (p. 5861).
Maria, K. and Kyriaki, G., 2021. Innovative diverse talent management pools in the field of
physiotherapists: A qualitative study in public value driven healthcare sector of
Greece. International Journal of Innovation and Applied Studies, 33(2), pp.252-257.
Mashiyane, D. and Masuku, M.M., 2022. Resourcing of Schools for an Inclusive Education
System: Assistive Devices and Technologies. In Handbook of Research on Creating
Spaces for African Epistemologies in the Inclusive Education Discourse (pp. 107-118).
IGI Global.
Pepple, D., Zhang, C. and Ofoma, C., 2021. Managing Redundancy. In Financial and
Managerial Aspects in Human Resource Management: A Practical Guide. Emerald
Publishing Limited.
Perry, A., 2020. Leading Between the Lines. In Leadership Philosophy in the Fiction of CS
Lewis (pp. 1-15). Palgrave Macmillan, Cham.
Smith, P.E., Yellowley, W. and McLachlan, C.J., 2020. Organizational Behaviour: Managing
People in Dynamic Organizations. Routledge.
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