HRM Practices Analysis: Netflix's Recruitment, Selection, and Planning

This report provides a comprehensive analysis of human resource management (HRM) practices at Netflix. It begins by introducing the concept and purpose of HRM within the company, followed by an exploration of its key functions, including performance management, employee relations, and compensation. The report then delves into workforce planning, emphasizing its importance in effectively recruiting and selecting talent. It differentiates between recruitment and selection, outlining various approaches and evaluating their advantages and limitations using two current job descriptions for a Senior Technical Program Manager and a Senior Software Engineer. The report highlights the internal and external recruitment methods, selection approaches like online screening, interviews, and personality profiling. The analysis provides insights into the strengths and weaknesses of each approach, offering a practical understanding of HRM strategies in a real-world context. Finally, the report concludes by summarizing the key findings and implications of Netflix's HRM practices.

HRM PRACTICES

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Concept and purpose of HRM to Netflix....................................................................................1
Key functions of HRM and how they help in achieving its business objectives........................2
Concept of workforce planning for effectively recruiting and selecting the talent to Netflix....2
Explain the difference between recruitment and selection with suitable approaches.................2
Using two current job descriptions, evaluate the advantages and limitations used in
recruitment and selection approaches.........................................................................................2
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource practices are the part HR strategy as it is a comprised system of doing
business. The term best practices defines the HR system which have great impact on the
workforce and an organisation. These practices are the set of human resource management
actions and process which work universally (Milliman and Clair, 2017). HR is a strategic
approach of effectively managing the people of company in a manner that they help in gaining
competitive advantage. This report is in the context of Netflix which is an American media
service provider and production company founded in 1997 and headquarter in Los Gatos,
California. This assignment is going to cover the concept and purpose of HRM and its key
functions. It also explains the effective workforce planning and comparison between recruitment
and selection with its suitable approaches. Lastly, using two job descriptions, the advantages and
disadvantages is described of various recruitment and selection approaches.
MAIN BODY
Concept and purpose of HRM to Netflix
Concept of HRM: Human resource management refers to the management of people at
work. It is a process which binds the employees with company and also helpful for both people
and organisation to attain suitable goals and objectives (Tang, and et. al., 2018). It include
various policies and practices which are designed to help both workers and company. It is the
sum of three factors as human depicts the skilled workforce, resources describe the inadequacy
of availability and management depicts the appropriate use of limited use of resources.
Purpose of HRM Performance Management: This function of HR manager is related with the managing
and evaluating the overall performance of employees. They are accountable for creating
the whole performance appraisal procedure (Vanhala and Ritala, 2016). It is related with
performance appraisal of employees as it is annually occurs in Netflix as its managers use
this tool to adjust the workflow and take decisions which are helpful in achieving the
objectives or company. In addition to this, their aim is to define the effective performance
and also develop the process of measuring the performance. Employee Relations: Within an organisation, employee relations plays an important role
for the improvement of performance and morale of subordinates. For performing this, the
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purpose of HR manager is to retain their talented staff and employees. Here, it is
determined that it is an effort which is done by employers for developing the good and
healthy relations with employees. In terms of Netflix, these efforts are done by the
manager of departments in order to develop healthy relations with employees.
 Compensation: Fair and equal payment is the matter of concern for employees and it is
also performed by HR manager by personally researching about the compensation needs
among workers and trends and their aim is to provide industry acceptable pay (Dumont,
Shen and Deng, 2017). In terms of Netflix, their HR manager assess policies and also
help company to comply with the legal norms and regulations. The HR department of
Netflix review and and provide documentation for unemployment claims.
Key functions of HRM and how they help in achieving its business objectives
The important unit of business is employees and for this, HR manager make sure that this
factor improve skills, attain highest potentials and satisfy them (Human Resources Department
Functions, 2020). To perform all this many functions of HRM take care of: Maintaining healthy working environment: Healthy working environment is useful in
avoiding the high turnover and recruiting and training cost of employees. It is achieved
when the HR manager encourages the employees in creating the career path and rewards
to them to avoid any negative action within an organisation (Masri and Jaaron, 2017). For
this, engagement of employees and compensation plays an important role in satisfying
the employees. Few benefits which are offered by Netflix are flexible working hours,
vacations, insurance, education reimbursement for children and many more for provide
good working conditions and retaining best talent for longer period of time. Training and development: It plays an important role in the success and growth of an
organisation because if employees are updated and talented then it becomes a benefit for
company. In Netflix, their HR manager provide frequent training to their employees
because it create opportunity for them to grow and take responsibilities for the
functioning of an organisation. With this function, the skills and knowledge of employees
get updated and conducted to make employees more comfortable within the company.
 Recruitment and selection: It is concerned with hiring new and fresh talent within an
organisation by covering all the needs. It is performed to fulfil the requirements of
company and it needs to be done in right manner to avoid any losses and mistake in
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hiring people. Recruitment and selection is an expensive and lengthy process as it include
many steps. In terms of Netflix, their manpower staffing services can easily solve the
complex hiring challenges by integrated recruitment process with the use of latest
technology like online recruitment platforms, psychological test, interview and so on in
order to get best candidate by matching the basic requirements.
Concept of workforce planning for effectively recruiting and selecting the talent to Netflix
Concept of workforce planning: It refers to the process to make sure that organisation
has current and future determination of required human capital within an organisation. It includes
the identification of human needs and also explore the most suitable and cost effective way to
hire and retain manpower in an organisation (Delery and Gupta, 2016). It is a factor which
continuously determine the effectiveness of workforce and execute the required measures.
In order to recruit and select suitable workforce it is required to have effective forecasting
skills to develop plans regarding the hiring and opting the suitable candidates. This function is
important to make sure the right number of employees with suitable knowledge and skills at right
time. This function projects the future human needs and also analyse the strategies to fill those
needs. This function projects the future human needs and also determine the strategies to fill
those needs and it is termed as HR planning or the management of talent. It is useful in
identifying the essential skills which an organisation currently does not have but after sometime
it arises. In relation with Netflix, it is a core business procedure which align changes within an
organisation and can become more cost effective according to the activities of an organisation. It
does not need to be complicated and can be adjusted according to the size and maturity of an
organisation. It also offer market and industry intelligence to help the company and also put
emphasis on the challenges and issues for operational initiatives to support it for long term
business goals.
Explain the difference between recruitment and selection with suitable approaches
Recruitment Selection
It is a process of searching the candidates for
the employment and also apply jobs within the
organisation (Garavan, and et. al., 2016).
It include many steps which are useful in
selecting suitable candidates for the vacant job
position.
Purpose of recruitment is to develop talented The purpose of selection process is to choose
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pool of candidates to select best candidates for
the company and attract more and more
employees for the application of an
organisation.
suitable candidate to fill the different positions
of company.
It is termed as positive process as it encourages
more and more employees to apply in the
company.
It is considered as negative process because it
include rejection of those candidates who are
unsuitable for the job (Edwards and et. al.,
2016).
Approaches of Recruitment: Recruitment has mainly two approaches used by Netflix which are
discussed as under:
Internal: It is a process which is helpful in filling the vacant job position by recruiting
employees within an organisation. It also has two ways which are as follows: Promotion: It is an act for the progress of workers as here, employees are promoted to
next position by analysing specific skills and performance. Here, employees are
promoted within an organisation (Moore and Jennings, 2017). Transfer: It is a process in which workers are promoted from one position to another post
under same organisation.
External: In this process, vacant post is filled by analysing suitable knowledge and experience of
candidates who belongs from outside an organisation (Presbitero, 2017). In this approach,
employees are hired from outside of an organisation. It has many methods but few of them are
mentioned as follows: Advertisement: It is the popular recruitment method which is helpful in hiring employees
from the external side of an organisation. In this method, full details are provided to
public regarding the specific job position with the mode of magazines, newspaper and so
on. Campus Recruitment: In this method, new candidates are recruited who has fresh and
unique mindset and it arises them from their educational institutions and colleges.
Approaches of Selection: It has four approaches which are used by Netflix are mentioned as:
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 Online Screening: It is a process in which applications are viewed which are concerned
with the job and send by candidates with the help of emails or official website and further
selection process is depends on screening. Interviews: In this process candidates are hired on the grounds of few questions and it is
organised as a face to face round. Ability and aptitude test: It is helpful in analysing the desired skills and knowledge of
employees as because of this, company get talented and skilled employees.
 Personality profiling: This process is useful in analysing the behaviour of employees like
they are suitable for the particular job position or not.
Using two current job descriptions, evaluate the advantages and limitations used in recruitment
and selection approaches
JOB DESCRIPTION
Job role: Senior Technical Program Manager
Reported to: Technical Department Head
Job summary: Recruited for leading consulting firms in order to provide project management at
large level and complex technology initiatives.
Responsibilities:
 Track and monitor technical issues and besides from tracking issues, manager need to
find the suitable solutions in an effective manner. Manage, plan and oversee the progress of program and the manager need to maintain
and keep the projects within the budgets and schedules.
Qualifications:
 Masters' degree in engineering, computer science, and other similar field.
 Minimum 5 years experience in technical program and other managerial position.
JOB DESCRIPTION
Job title: Senior Software Engineer
Reportable to: Technical Department Head
Job summary: Senior software developer is a member of software team who is responsible for
the requirements, design, construction, testing and verification of software products.
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Responsibilities:
 Determine the requirements of customers
 Develop software architecture
 Take part in estimation of tasks Implement and integrate the components of software
Qualifications:
 University degree in the field of Computer science, electronics and information
technology
 Minimum 5 years experience in C language programming
 Knowledge in general electronics and software design
 Professional experience in design of software
Recruitment
Strengths Weaknesses
Internal: Recruitment of employees is low
budget and quick to hire vacant job post in
TESCO.
External: It is helpful in getting new and fresh
talent within an organisation in terms of skilled
candidates.
Internal: Due to above discussed recruitment
method, company does not get fresh and new
talent within an organisation.
External: This function is quite expensive
because of advertisement cost.
Selection
Strengths Weaknesses
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 Online test are considered by many
organisations as here candidates can
easily get maximum marks in easy and
quick way.
 Interviews are useful in analysing the
suitable personality of candidates by
overseeing their personality.
 Due to online test, many candidates get
nervous because questions which are
asked to them are quite tough and
complex.
 Interviews are more time consuming
because it a lengthy process which
require more time to done.
CONCLUSION
Thus, it is concluded that HRM practices are important for the systematic regulation of an
organisation and these practices put great impact on the functioning of company. Here, various
functions and purpose of HRM are described which are useful in attaining the objectives of
business. It also describe the comparison among workforce planning with its approaches and
evaluate the advantages and limitations of these approaches.
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REFERENCES
Books and Journals
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance.
Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee green
values. Human Resource Management. 56(4). pp.613-627.
Edwards, T and et. al., 2016. Global standardization or national differentiation of HRM practices
in multinational companies? A comparison of multinationals in five countries. Journal
of International Business Studies. 47(8). pp.997-1021.
Garavan, T and et. al., 2016. The antecedents of leadership development practices in SMEs: The
influence of HRM strategy and practice. International Small Business Journal. 34(6).
pp.870-890.
Masri, H.A. and Jaaron, A.A., 2017. Assessing green human resources management practices in
Palestinian manufacturing context: An empirical study. Journal of cleaner
production. 143. pp.474-489.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Moore, L.F. and Jennings, P.D. eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes (Vol. 60). Walter de Gruyter GmbH & Co KG.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal
of Human Resources in Hospitality & Tourism. 16(1). pp.56-70.
Tang, G and et. al., 2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources. 56(1). pp.31-55.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.
Online
Human Resources Department Functions. 2020. [Online] Available through
<https://www.humanresourcesmba.net/lists/5-purposes-of-the-human-resources-
department/>./
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