Human Resource Management Specific Initiatives

Question: Discuss about the Human Resource Management for Specific Initiatives. Answer: Introduction This report mainly discusses the human resource management role in the large enterprises that are evolved through both the practical as well as efficient practices of human resource (McCord, 2014). The firm which will be discussed in this report will be Netflix Inc. (McCord, 2014). the report mainly view the discussion about how the company is revamped as well as restructured within the market through undertaking specific initiatives for the functions of human resource (Bushey, 2014). The report mainly analyses the talent acquisition invention at Netflix Inc., in which the firm will necessarily launch the entire innovative structure for the functions of human resource (Bushey, 2014). The report will also include about the philosophy of talent management (Timothy, 2014). As offered by the recommended information, the firm will try to develop the strategy, in which A category players will be included (Bushey, 2014). The philosophy relies on separating the staff that is not required in the team and the one that tries to overcome the discomfort that provides the wealthy severance package (Bushey, 2014). The report will also include about the five tenets that will be accepted by Netflix Inc. Key concepts relating to two HR practices discussed in the Netflix case study Reward, hire as well as tolerate the adults- the case mentions that the firm Netflix tries to yearly introduce the employees (Bushey, 2014). Every staff member of the company will be given with the vacations of 10 days along with few sick leaves and holidays (McCord, 2014). The motivate behind this is that the employees will be able to perform as well as deliver the better outcomes as the staff will be permitted to take off and when they require it (Bushey, 2014). Moreover, the firm will also view the staff to make their own decisions (McCord, 2014). For example, when the employee if gone on the official trip, then, in that case, they need to ask to buy the ticket on their own that permits the staff to save specific amount (Bushey, 2014). All these things will primarily contribute towards the effective HR strategy invention (Bushey, 2014). Tell the performance truth- other key initiatives that need to be taken by Netflix is considering the components of being honest with the staff about the performance, but currently they need to come up with the policy, in which employees performance is highlighted according to the statistics (Bunker, 2012). Managers had the job related to forming the teams- once the human resource, as well as management of Netflix Inc, are encouraged, then in that case employees can adopt the idea for developing the particular team accordingly (Bunker, 2012). For example, the managers need to take their decisions and support their specific aims for attaining the help and team assistance (Bunker, 2012). It is viewed as a standard component in the Netflix success, in which the decisions are undertaken through the lead of particular team (McCord, 2014). The staff of the firm is highly paid that is as per the norms and standards of the industry (Bunker, 2012). It can be considered as the supports system for the staff members, as primarily monetary gains will be a key attribute, which could highly encourage the staff for providing the particular outcomes and the desired one too (Bunker, 2012). Key concepts in the Netflix case connect the ideas with the information that you have been given Leaders take the job of creating the culture in the company- the firm Netflix is introduced with the purpose of formulating the staff for having made the decision on their own (Grant, 2004). Along with this, the firm also look towards encouraging the staff to support and then decide about the routine and the manner they undertaken the work forward towards principles of decision making (Grant, 2004). Therefore, this encouraging component for the staff and the Netflix management connects with it (Grant, 2004). Effectiveness of the way Netflix conducts the two HR practices, looking at its business goals, and the way that it meets employee needs Undertaking the right things and simultaneously treating the people such as adults are considered as Netflix heart as they, had brought the policies of HR (Hamel, 2014). It is believed by Hamel (2014) that most of the firm come under the trap of 97% of their staff members while doing the right work and they dont require human resource management to guide them; where else, 31% of the staff also absorb the time, energy and money of HR (Hamel, 2014). The approach of Netflix is that they only hire such people (Hamel, 2014). While the workers working on hourly basis hold the structured system, in that case salaried staff are actually guided through the HR over how they should actually take their time off (Hamel, 2014). For instance, accounts are not out in starting, as its quite a busy time. If the staff had to move away for around 1 month, then they need to discuss with the HR (Hamel, 2014). And the senior employees are highly encouraged to go on holidays as they failed in meeting the role models (Hamel, 2014). Netflix tries to implement the system in case of formal travel as well as policies of expenses. In this instance, staff is highly encouraged to act in the best interest of Netflix (Hamel, 2014). It implies, they should not eat in expensive restaurants, as it might impact the sales (Hamel, 2014). Perhaps the highly radical approach is compensation (Hamel, 2014). Netflix never distributes the bonus based on performance; rather they focus towards market-based pay (Hamel, 2014). Do you think the HR practices will support the way Netflix might need to respond to strategic challenges that it will face in the next two years One face the following issues at Netflix is quite a dramatic manner when one tries to shift from the DVDs through the help of mail, which is a streaming service (Hamel, 2014). One requires saving the huge files in the figure and cloud how the various people can easily access it (Hamel, 2014). Through measuring the third of the high residential traffic in the America that comes from the streaming Netflix movies for the customers (Merrit, 2014). So one requires to explore the people experience by the help of cloud services that work in the company and operate it at large scales, such as companies like, Facebook, Google, Amazon, and eBay thats not the comfortable place for recruiting someone away from it (Hamel, 2014). Philosophy of compensation supported the company (Merrit, 2014). Most of the principles are mainly steam through the ideas that are explained earlier, such as honest and treat people well (Hamel, 2014). For example, during the Netflix tenure, it doesnt pay the bonus or the performance, and therefore, the company believes that they are unrequired if the right people are recruited (Hamel, 2014). If the staff members include entirely adults, that place the firm at first place, then the yearly bonus cannot make them work harder (Merrit, 2014). If one believe in the pay based on market and inform staff members, then it could be smart to interview with the competitors, when they hold the chance for the purpose of getting the right sense of the market talent (Hamel, 2014). There are many HR people, who dislike when the staff communicates with the recruiters, but Netflix always informs their employees to take the call and take the right and valuable information (Hamel, 2014). The next problem is related to making sure that the staff analyse the levels, which tries to drive the business (Hamel, 2014). Netflix case mentions that someone visited the start-up of Texas, in which staff was mainly engineers, it was bet that half of the team had never read the PL and the same was informed to CEO (Merrit, 2014). In this case, CEO replied that it is entirely correct that they are not financially savvy, and its the biggest issue on who want to perform well, and one require to communicate how the organization makes money and their behaviour, which tries to drive towards the success (Hamel, 2014). For example, at Netflix, staff used to emphasize over subscriber increase, without being aware of the expenses (Merrit, 2014). The company is also spending massive money on purchasing the DVD, by establishing the distribution centres, and through giving the programming, by gathering the cent through the new subscribers (Hamel, 2014). The staff of the company also require lea rning that by a revenue increase, expense management can matter a lot (Hamel, 2014). Ethical dilemmas, if any, do you see in the way that Netflix conducts, or seems to perform, the two HR practices To support the deal by the support of various ethical dilemmas, it is quite critical for the human resource professionals to go honest, objective as well as consistent with process of recruitment (Hartung, 2013)0. The advertisement of jobs ads towards the position, which gets differ through what is advertised and it should be placed. Employers need to emphasize over the ability of candidates towards performing the work and not towards the external factors (Kelleher, 2012). While taking the interview, it is significant that the job should not be misrepresented towards the candidates (Kelleher, 2012). This need to cover up conditions of working along with present or the projected state of the company, mainly, if it could importantly impact the future employment prospect of the candidate in the group (Kelleher, 2012). When recruiting the staff members from the customers, suppliers as well as competitors, officials should try to conduct themselves towards the fashion that is transparent, by ensuring that the candidates analyse the risk included through the help of legal contract, which also prohibits them from working for the rival company (Kleinman, 2013). While working for the competitors, it is important that the candidates should analyze the expected risks relate to the damaging relationships among the employers in the industry (Kriete, 2013). In various ways, all these ethical issues hold the high potential to damage legal matters (Kriete, 2013). Conclusion In the present situation, the firm is attaining success, and it has eventually tried to transform into the benchmark company. Netflix is also viewed by various staff members as the enterprise that gives high value to human resource of the enterprise. However, through moving in the upcoming time, the organization require to emphasize over the exploring the new initiatives in human resource. For example, for now, the company holds the philosophy to believe that the compensation cannot be considered as the motivation for the performance that is extraordinary. It is also believed by management that the staff should be talented, hardworking as well as well-equipped and they should try to deliver more than what is expected. References Bunker, A. (2012). "How Netflix works: The adaptive magic behind movie streaming from the cloud." Retrieved September 22, 2016 from https://www.electricpig.co.uk/2012/03/02/how-netflix-works-the- adaptive-magic-behind-movie-streaming-from-the-cloud/. Bushey, R. (2014). How The $400 Million Loan Netflix Just Took Out Will Help It Undercut Hollywood. Retrieved September 22, 2016 from https://www.businessinsider.com/why-netflix- makes-its-own-shows-2014-2 Grant, T. (2004). International Directory of Company Histories. St. James Press: Detroit. Greenberg, A. (2009). The Netflix RD Game. Retrieved September 22, 2016 from https://www.forbes.com/2009/09/21/netflix-research-prize-technology-million-dollars.html Hamel, M. (2014). Netflix bets on international expansion to keep growing. Retrieved September 22, 2016 from https://www.cnbc.com/id/101487231# Hartung, A. (2013). Netflix - The Turnaround Story of 2012. Retrieved September 22, 2016 from https://www.forbes.com/sites/adamhartung/2013/01/29/netflix-the-turnaround-story-of-2012/ Kelleher, K. (2012). Netflix must ponder its endgame strategy. Retrieved September 22, 2016 from https://pando.com/2012/10/24/netflix-must-ponder-its-endgame-strategy/ Kleinman, A. (2013). How Netflix Gets Its Movie Suggestions So Right. Retrieved September 22, 2016 from https://www.huffingtonpost.com/2013/08/07/netflix-movie-suggestions_n_3720218.html Kriete, L. (2013). 2013 Netflix Strategic Report Retrieved September 22, 2016 from https://lpelin.expressions.syr.edu/trf483/2013/05/02/2013-netflix-strategic-report/ McCord, P. (2014). How Netflix Reinvented HR. Retrieved September 22, 2016 from https://hbr.org/2014/01/how-netflix-reinvented-hr/ar/1 Merrit, R. (2014). How Netflix is Cashing in on Orange is the New Black. Retrieved September 22, 2016 from https://www.equities.com/editors-desk/stocks/technology/orange-is-the-new-black-buys- netflix-subscribers-respect Timothy, L. (2014) Comcasts deal with Netflix makes network neutrality obsolete. Retrieved September 22, 2016 from https://www.washingtonpost.com/blogs/the- switch/wp/2014/02/23/comcasts-deal-with-netflix-makes-network-neutrality-obsolete/