Netflix Employment Standards

Question: Discuss about theNetflix for Employment Standards. Answer: Introduction Human resource department manages and oversees the aspects of employment like compliance with labour law, administration of employee benefits, employment standards, recruitment, and dismissal. Human resources department is divided into four key concepts, and they are training, development, career planning, and appraisal. Patty McCord, chief talent officer of Netflix Company, described few concepts in Human Resource that he learned from his experience (Brauns, 2013). Key Concepts and Rewarding System The key concepts of human resource department include training that means giving knowledge about the working of the organisation. It is an important part as it makes the employee familiar with the organisation. The second key concept of human resource is the development which includes the progress of an employee while working in an organisation. An employee develops with the experience that he gets from his associates, work experience and his mistakes (Caza, McCarter, Northcraft, 2015). The third key concept is career planning, when a person works in an organisation he comes to know his real potential regarding the job he is performing. His performance tells him about his future in the type of job he is doing and that way he can plan his career. The fourth and the most important key concept of human resource department is an appraisal. All the employees work to their best level to show their potential. It is important that the work of the employee should be appraised by his organisa tion. It is the duty of human resource department to select the best method to reward the employee for his hard work (Gashi, 2013). Netflix case-study explains the experience of Paddy McCord, and he has told few concepts that he believed, and the entire concept included rewarding the employee. His first point says to hire, tolerate, and reward fully formed adults because inexperienced; young generation can prove to be more expensive as they need more training and their mistake making chances are also more (McCord, 2014). One should tell the truth about the employees performance because this will help the employee to improve his shortcomings and the reward or appraisal can be decided as according to his performance. As Paddy McCord tells about his experience with his secretary who was skilled but not as required by the company, so they paid her well and asked her to leave which she accepted without hesitation. She said she can use this reward for making her career (Salie Schlechter, 2012). Its a managers duty to find right people for the company and its HRD duty to pay them the reward they are worth of. Both of t hese things will help the company to find the best team members for running the company (Ruona, 2016). Conclusion HRD plays a very important role in identifying the skills in a person and reward it as per the talent. HRD applies its four key concepts and finds out and retain the best person for the company. Paddy McCord is a member of HRD who searches the talent in people and gives them a career path as per the skill they carry. His experiences are associated with the rewarding human resources to state the importance of rewarding system for a betterment of the company. Hence, it concludes that the rewarding Human Resources help a company to get the best out of its employees. References Brauns, M. (2013). Aligning Strategic Human Resource Management To Human Resources, Performance And Reward.International Business Economics Research Journal (IBER),12(11), 1405. Caza, A., McCarter, M., Northcraft, G. (2015). Performance benefits of reward choice: a procedural justice perspective.Human Resource Management Journal,25(2), 184-199. Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital.AJIS. McCord, P. (2014). How Netflix Reinvented HR.Harvard Business Review, Pg 71-76. Ruona, W. (2016). Evolving Human Resource Development.Advances In Developing Human Resources. Salie, S. Schlechter, A. (2012). A formative evaluation of a staff reward and recognition programme.SA J. Hum. Resour. Manag.,10(3).