SHR016-2 Netflix Case Study: People Resourcing and Development Report

This case study report examines Netflix's people resourcing and development strategies, focusing on how the company's HR practices contribute to its success. It explores the internal and external factors influencing Netflix's recruitment and talent management, including the unique corporate culture and competitive labor market. The report assesses the labor market dynamics in Japan and the United States, particularly in the context of the COVID-19 pandemic, and analyzes how Netflix maintains its competitiveness through effective people resourcing and development functions. Key elements such as talent acquisition, employee benefits, performance management, and learning programs are discussed, highlighting Netflix's approach to building a high-performing workforce. The analysis concludes by emphasizing the importance of strategic HR practices in driving organizational growth and development at Netflix.

Netflix case study report

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Explaining people resourcing and development strategies at Netflix.........................................3
The different internal and external content influence Netflix people resourcing........................4
Assessing the labour market of Netflix in japan and United states of America..........................5
how the firm made them competitive in labour market by using good practices in people
resourcing and development functions........................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Netflix is one of the most leading American subscription streaming services
organization provides the gallery or collection of films and television series. This industry is
known as technology, entertainment and mass media organization which delivers the variety
of channels to the people from which they feel excited and interested to watch and subscribe
the packages. To run any organization or business it should be known that a good
management of a company can enhance the growth and can lead them to obtain successful
result where Netflix human resource management is fine with unique practices and policies
which helps them to conduct a good management at the workplace (Kinnie and Swart, 2020).
A corporate culture of the Netflix has made the company to lead at successful position
and can earn the profits. The report will demonstrate the importance of human resource
management and their effectiveness at the organization from which the company can be able
to grow definitely. It will include Netflix management people resourcing and development
strategies and the models the company has implementing. Along with this, it also involves
the internal and external influences and good practices in recruitment and development and
examines the labour market of different countries which will create a brief understanding in
relating to the company.
MAIN BODY
Explaining people resourcing and development strategies at Netflix
People resourcing is also recognized as recruitment process which has been done under the
human resource management. This team is responsible for hiring and recruiting the candidates at
the company from which they can be able to grow and develop themselves successfully. HR
management have many more responsibilities and duties related to satisfaction of employee and
management from which they can obtain the profitable outcome (Verhulst and et.al., 2021). The
company named Netflix have an effective HR management team which implements the unique
strategies and models to deliver the effectiveness in the company and can create a stability of a
business even at different countries. Netflix HR management has adopted the different kinds of
strategies to practices which is very useful and beneficial for them as many other companies also
wants to adopt and implement these strategies at their organization a well.
Hire capable employee: The company Netflix HR management focuses on the capability and
talent of a candidate as it matters a lot for them rather than asking them for higher educational

qualifications. They do not hire or recruit newly graduated students or fresh talented people.
They mostly search and try to hire the person who is capable and can suit to their working
culture and environment.
Frequently performance assessments: Netflix is an international organization where it’s HR
management beehives and practices in frequent performance evaluation (Purohit, 2021). As, it
has been known that many other companies assess the performance of the employee weekly,
monthly or once in a year when they provide the trainings to the lower performers. However, the
HR management of the mentioned company do not practice this method as improvement plan
cause they believe that people can handle the termination or negative news if the reason is quite
true. The HR management has cleared all the employee and staff members that they keep only
highly effective candidates at their organization.
Trust employee: The term trust and loyalty are two acts and feelings in an individual person
which can create a better growth and opportunity to grow and develop any business. Netflix trust
their employee as they think that what they give they will get back return.
Excellent work culture: Organization Netflix have an amazing and unusual work culture where
they can obtain the definite growth and development. The HR management provides an
opportunity to the employee and encourage them to take the decision and can share the
information widely and freely as a familiar work culture has been performed. Their main purpose
is to recruit the effective people so that they can earn the maximum profit.
The different internal and external content influence Netflix people resourcing
Fombrun Model of HRM
This model of human resource management help the company to put the effectiveness and can be
able to recruit the people in effective manner. There are four major steps which the company
Netflix has adopts to get the beneficial results and outcome.
Selection: The company Netflix recruit and hire the people as per their ability and talent and
doest not select the recently graduation people and freshers (Bora, Borah and et.al., 2020).
Organizational effectiveness: The company mainly focuses on the organizational performance
where they do frequently performance assessment of the employee and terminates if they found
any ineffectiveness.
Appraisal: Netflix paying structure and appraisal is excellent from which candidates and
employee feel ease to work and provide the beneficial outcome.

Rewards: The reward system has been implemented by the company from which it helps them
to provide the motivation to the employee and can improve the organization performance.
Internal Factors
Recruitment policy: The Netflix company recruitment policy is influence the overall
organization performance in positive manner where they are very transparent about their policies
where they have a condition that employee determines if they were fairly compensated. The
Netflix is the company who deliver the highest paying in the industry.
Human Resource Planning: The HR management of the company is excellent and very
forward as they clearly stated that they only hire and recruit the employee who are capable and
can suit according to their work culture (Bauer, Erdogan and et.al., 2018). They do no give much
priority to qualification and experience of the candidate. They also beelines is frequent
performance assessment which helps them to obtain the effectiveness from the employee.
External Factors
Labour Market: The organization recruit the people remotely as well as their main purpose and
aim is to grow and develop their organization at higher level. The geographical recruiting
process of the company acquires them to obtain difficulties.
Competitors: In this growing technological world, the Netflix is trying to maintain their stability
in the market but competitors of the company is giving them tough competition which creates
difficulties in recruiting process.
Assessing the labour market of Netflix in japan and United states of America
The labour market of both the countries are so different but the harm that the pandemic has
caused to them made the labour market same. lets discuss the labour market of both of
them(Sultanii, L., 2020).
Labour market assessment as of netflix
The pandemic of corona virus has caused a lot of disturbance in the economy of America, the
assessment of the labour market will be done by taking the measures this measure in brief as
follows.
Output vs Labour market – during the timing of the second quarter, GDP has surpassed its peak
level reaching in the fourth quarter, which shows the great level of employment opportunities,
the Netflix have given a huge employment opportunities in the market but because of it’s policy
of providing the employment to experienced only it has suffered a lot of problem in USA, The

HR department of Netflix in japan have also said that because of the pandemic situation the
studies of many college student became just theory approach causing the Netflix to hire only
experienced, the growth in GDP is at peak but the labour market have not achieved it’s peak, it
happened largely because of pool of workers, the employees got disturbed due to pandemic lead
them to take the job of less wages, but the employees with great productivity are in companies
like Netflix haven’t left their job even during the pandemic as of the company policy of working
from remote areas, it doesn’t have much effect on Netflix but it has affected the fresher to take
the job in Netflix because of less practical knowledge(Kaufman, B.E., 2020).
Common measures to asses the performance of the labour market – the common way to measure
the labour market performance is knowing that how much of the employees are being employed
in Netflix, the data’s shows that if the 10 employees are working in the firm, currently only 8
employees are working in the firm. The employees having the work which is a desk job have no
problem in doing the job but the employees of the field work job have mostly left the job because
of decrease in the payroll policy of the Netflix. It has also caused some of the employees of the
firm to take the early retirement which was because of long term of pandemic and high stress
level to them because of remote work(Armstrong, M., 2019).
how the firm made them competitive in labour market by using good practices in people
resourcing and development functions
The HR department of the firm have used many of the people resourcing activities including the
planning of human resource, selection, recruitment, retention and many activities that manage
then exit or release of employees in the Netflix, the labour market of both the countries made the
firm to release the employees of low skills and to retain the employees of higher skills if they
want to come and started the new process of recruitment and selection online in which the firm
have recruited many employees through this process the firm have also looked for the employees
who have degree but have high skills of work to let them work as a field job It has helped the
firm in maintaining the good practices of human resource and increasing the efficiency of work
and increased the functions in development of the firm. The human resource department of the
firm have also focused on the development of human resource through making them study the
skills that are necessary to work in Netflix. The human resource department have used the five
key functions in the firm these are as follows – acquisition of strategic talent and sourcing in
which the necessary human capital is increased on the spot and on boarded the right talent in the

firm, employees benefit which are education oriented in which the fresher’s joining the firm got
the benefit packages with their payrolls for helping them out in their tuition fees, management
and measurement of the performance in which the managers are used to review the performance
of the employees and sharing their feedback to the top level, development of formal and learning
programs which says to appreciate the efforts of the manager the firm can offer the development
and the learning sessions to close the particular gaps in skills. This factor used in the Netflix
should be on the other hand of the firm and the personal wants of employees should have to be
on other hand , successive planning and mobility of the internals which says that in an productive
development program of the human resource will make sure that each and every employee
working in the firm finds the best fit job for self in the firm according to it’s own desires and
skills(Jiang, Messersmith, 2018).
CONCLUSION
This case study report on Netflix in relation to the human resource and strategic human resource
development which have discussed about the people resourcing and development strategies that
are being used by the Netflix also the different internal and the external context that have
influenced the Netflix development and people resourcing strategies, this report have also
assessed the labour market of japan and America both the countries during and after the
pandemic affect in the Netflix, also the Netflix positioning according to the good practices that
the human resource department of the firm has used in resourcing of people and development
functions the key functions of development like employee benefits, performance measurement,
performance management and acquisition of strategic talent and sourcing are being discussed,
this report is very helpful in concluding that how the human resource department work even in
the hardest times (Cooke, ., Xiao. and Chen, 2021).
REFERENCES
Books and Journals

Bauer, T., Erdogan, and et.al., 2018. Human resource management: People, data, and analytics.
Sage Publications.
Bora, K., Borah, M.U. and et.al., 2020. A study on the application of artificial intelligence in
human resource management. Journal of Interdisciplinary Cycle Research. 12(7),
pp.434-450.
Kinnie, N. and Swart, J., 2020. Cross‐boundary working: Implications for HRM theory, methods,
and practice. Human Resource Management Journal. 30(1), pp.86-99.
Purohit, H., 2021. HRM and Organizational Performance: Does it Really Contribute?. HUMAN
RESOURCE MANAGEMENT PRACTICES FOR INDUSTRY. 4.0, p.102.
Verhulst, S.L. and et.al., 2021. Fundamentals of Human Resource Management. John Wiley &
Sons.
Cooke, F.L., Xiao, M. and Chen, Y., 2021. Still in search of strategic human resource
management? A review and suggestions for future research with China as an
example. Human Resource Management, 60(1), pp.89-118.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: A meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Kaufman, B.E., 2020. The real problem: The deadly combination of psychologisation, scientism,
and normative promotionalism takes strategic human resource management down a 30‐
year dead end. Human Resource Management Journal, 30(1), pp.49-72.
Armstrong, M., 2019. Strategic human resource management. pdf drive. com.
Sultanii, L., 2020. The Relationship Between Strategic Human Resource Management and the
Organizational Commitment: The Case of Azerbaijan. Economic and Social
Development: Book of Proceedings, 4, pp.63-70.