Netflix, Inc.
Netflix, Inc. is an American Media-service provider and production company, which has it’s headquartered in Los Gatos, California (Karunanayake, 2018). According to the company’s profile information, it has remained noted that the company was established on 29 August 1997 by Reed Hastings and Marc Randolph in Scotts Valley, California. According to the recent financial report, it was revealed that the company has a stock price of US$419.85 + 7.96 (+1.93%). Therefore, Netflix, Inc. is among the iconic organization that has faced a drastic development in the last few years (Karunanayake, 2018). According to the previous information on the radical expansion of the organization, it has remained documented that effective management and the value of their human resources are among the critical reason why the company has grown drastically for the last few years (Hidayat, 2019). The purpose of this paper is to present a critical discussion of how Netflix, Inc—reinvented Human Resources. Technically, the case study of Netflix tends to document the talent of the management approach and culture of the organization. The company has been scanned to focus on a performance review, team building, and recruitment.
Recruitment
According to the company’s profile information, the first primary goal of the company is to hire the right people, given that the company believed that a good and better employee would stay motivated to work more if equally efficient colleagues accompany them (DeNisi, & Murphy, 2017). In reality, it has remained noted that when wrong people are hired in a company, there is a direct indication that there is an increased chance of attrition. The logical explanation behind this line of thinking is that Netflix, Inc. believed that there is a need for their employees to rely on logic and common sense instead of depending on the policies that most of the organization tends to focus on getting the better result (Karunanayake, 2018). Therefore, this uniqueness has played a central role in making the organization to be among the most iconic Media-service provider and Production Company in the world (Hidayat, 2019).
Performance Review
The second critical goal of the company that played a crucial role in ensuring that the company is attaining its goals and objectives was the performance review of their peers. According to the company profile, they opined that peer reviews of their employees allowed the organization to evaluate the performance of their colleagues (DeNisi, & Murphy, 2017). It is via this performance review that the company is capable of promoting and developing its employees (Hidayat, 2019). In Netflix, it is a culture given that they believe that people should stay shaped based on their future within the organization instead of focusing on a career plan that will be used to shape the company. For that reason, the company decided to yearly scarp reviews early on.
The case study asserts that a holistic environment for the review plays a critical role in garnering a competitive advantage for the organization (Karunanayake, 2018). The deployment of the 360-degree assessment has helped the company to increase its performance even though it has not yet proved empirically. However, the yearly review was found to be ritualistic and infrequent; thus, they asked the company managers to have regular conversations about performance as an organic part of their job (Hidayat, 2019). It was via this approach that the company was capable of scanning for the loopholes and coming up with strategies to deal with the gaps, thus, increased organizational performance, productivity, and profitability.
Team Building
According to most businesspersons guru like Hastings, he asserted that employees have the responsibility of operating as a high performing sports team, not like a family. Logically, Hastings attempted to reveal that employees tend to join the company to compete, and every day they have the role in ensuring that they do their best to contribute to the success of the team. Netflix revealed that there was no room for brilliant jerks in their human resources, given that the cost to effective teamwork is too high. Therefore, the capability of the company to build a great team is among the remarkable strategies that Netflix deployed to reinvent its human resources management (Karunanayake, 2018). Again, according to the company profile information, it remained revealed that the company has not focused on measuring their employees if they were excellent coaches or mentors or if they got their paperwork done on time (DeNisi, & Murphy, 2017). The reasonable line of thinking behind this line of thinking is that Netflix believed that great teams have the responsibility to accomplish great work without close supervision, and thus, recruiting the right side was one of the company’s top priorities.
Netflix, Inc. Company Culture
Netflix has created a company culture that plays a focal point in ensuring that human resources management is capable of becoming a competitive advantage (Hidayat, 2019). Therefore, according to the case study, it has been opined that leaders are responsible for ensuring that the implementation of the organizational culture with the company has been adhered to so that they create their unique working environment that will be used as a competitive advantage to fellow organizations that were operating in the same business platforms (DeNisi, & Murphy, 2017).
The leaders of the company have developed the culture so that they remove all discrepancies between values and behaviors with the company. It is via this culture development that employees in the company have realized the company’s business model and strategies so that they can align their personal goals with that of the company (Karkoulian, Srour, & Messarra, 2019). Further, Netflix, Inc. has ensured that it disseminate their knowledge concerning the organization to all its employees in all departments within the organization (DeNisi, & Murphy, 2017). The dissemination of the organizational expertise has helped the employees to understand the diverse segments within the company and realizing the unique subculture that is available within the various departments in the entire company (Hidayat, 2019).
Conclusion
In a nutshell, Netflix, Inc. is among the iconic organization that other media organizations can learn from. The creation of a productive working culture, recruitment strategies, performance review strategies, and production of the teamwork has played a focal point in ensuring that the company is growing drastically for the last few years. Technically, it is from the presentation that Netflix published explaining how they shaped the culture and motivated performance that gives it a breakthrough in gaining a better position in the modern society that is full of challenges and competition.