SYMBIOSIS INSTITUTE OF BUSINESS

MANAGEMENT, HYDERABAD
(2023-25)

TALENT MANAGEMENT

Submitted to: Dr. RIDHI RANI

Submitted on: 26 December 2023

SUBMITTED BY:
Name: Reetika Bhama
PRN: 23021141091
Section: B
“HARVARD BUSINESS REVIEW: HOW NETFLIX REINVENTED HR ”

Introduction
Netflix, founded in 1997, initially began as a DVD rental service but
swiftly pivoted to become a streaming pioneer, revolutionizing how the
world consumes entertainment. With its subscription-based model, Netflix
offers an extensive library of films, TV shows, documentaries, and an
increasing number of critically acclaimed original series and movies.
The Harvard Business Review case study on "How Netflix Reinvented
HR" provides an insightful examination of Netflix's revolutionary approach
to human resource management. It highlights how Netflix, a leading
player in the global streaming industry, has developed a unique corporate
culture centered on the principles of freedom and responsibility. By
minimizing traditional corporate regulations and empowering employees
to make critical decisions, Netflix fosters a high-performance environment
where excellence is the standard. This case study delves into various
aspects of Netflix's HR strategy, including its lack of a formal vacation
policy, advocating a balance between work and personal life, and its
commitment to transparency and open communication. Through these
innovative practices, Netflix has not only redefined HR norms but also set
a benchmark for fostering a dynamic, transparent, and highly efficient
workforce.

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Q1) What are the 5 major learnings from Netflix?
Ans.
 Eliminating hierarchies: The first big move made by Netflix was to
do away with the antiquated hierarchical approach. The
organization decided that performance and competence were more
important than job titles. They established a culture where positions
are determined by an individual's abilities and contributions rather
than their seniority, resulting in a more equal and empowered work
environment.
 Hiring team players: Netflix hired team players. They produced
work of the highest caliber. They are aware of their obligations and
what needs to be done. They were excellent at their work. They
know their responsibility and what is to be done. 97% of people
would always do the right thing. The right people were recruited.
 Recognizing people as the source: Perhaps the most crucial
takeaway from Netflix’s HR strategy is its shift in viewing people.
Netflix sees its employees not as resources but as the source of all
innovation and growth. By instilling a sense of importance and
pride, they ensure a motivated, empowered, and innovative
workforce.
 Formulating immediate testing: Netflix introduced an unusual yet
highly effective Keeper Test. The 360° feedback was done by
managers then and there and a review was provided. Managers are
encouraged to evaluate their team members critically and ask
themselves if they would fight to retain each employee. If the
answer is no, the concerned individual is let go with a handsome
severance package. The Keeper Test ensures the maintenance of
an agile, focused, and high-performing workforce.
 Embracing turnover: One distinctive feature of Netflix's HR
strategy is its acceptance of change. Netflix does not see employee
turnover as a concern that needs to be controlled, in contrast to
typical corporations. Rather, they see it as a chance for ongoing
improvement and new insights, creating a long-lasting culture of
development and creativity.
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Q2) How to maintain an Organizational culture like Netflix?

Ans.

The Harvard case study on Netflix's HR revolution has captivated the

business world with its unique approach to talent management. While
replicating everything about Netflix might not be feasible for every
organization, its core principles offer valuable insights into cultivating a
culture that fosters innovation, engagement, and sustained success.
Here's how you can draw inspiration from the case study to maintain a
vibrant, Netflix-like culture within your organization:

1) Nurturing Freedom and Responsibility:

 Decision-Making Empowerment: Foster an environment

where employees are empowered to make decisions within
their areas of expertise, reducing reliance on top-down
management.

 Transparent Communication: Maintain open and

transparent communication channels across all levels.
Regularly share company goals, performance metrics, and
strategic decisions with employees.

 Accountability and Ownership: Instill a culture of individual

and team accountability. Encourage employees to take
ownership of their tasks and decisions, fostering a sense of
pride and engagement.

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2) Continuous Performance Enhancement:

 Feedback Loops and Growth: Move beyond annual

performance reviews and embrace a culture of continuous
feedback and development. Encourage regular one-on-one
meetings, peer feedback sessions, and 360-degree reviews to
provide holistic feedback.

 Focus on Outcomes, not Processes: Evaluate performance

based on impact and contribution to company goals, not just
adherence to rigid procedures. Encourage creativity and
experimentation to achieve results.

 Learning and Development Culture: Invest in ongoing

learning and development opportunities for employees at all
levels. Offer access to training programs, conferences, and
external resources to encourage continual skill development.

3) Cultivating Talent Density:

 Continuous Recruitment: Implement ongoing talent
acquisition strategies to consistently refresh your talent pool
with high performers. Encourage internal mobility and
promotions to retain top talent and prevent stagnation.

 Developing Talent Pipelines: Invest in robust training and

development programs to nurture internal talent and prepare
them for future leadership roles. Consider mentorship
programs and cross-functional learning initiatives.

 Attracting "A" Players: Go beyond traditional job postings

and showcase your unique employer brand. Utilize social
media, employee testimonials, and innovative recruitment
events to attract top talent.

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4) Adapting to Change and Evolving Needs:

 Regular Culture Audits: Conduct periodic surveys and

feedback sessions to assess employee sentiment and identify
areas for improvement. Be open to change and adapt your HR
practices based on evolving employee needs and market
trends.

 Embrace Iteration and Experimentation: Encourage a

culture of continuous improvement and don't be afraid to
experiment with new practices and models. Gather feedback
and iterate rapidly to optimize your talent management
strategy.

 Leadership Commitment and Communication: Ensure

leadership buy-in and active participation in fostering and
maintaining the desired culture. Leaders should embody the
core values and serve as role models for employee behavior.

5) Sustaining Motivation and Engagement:

 Meaningful Work and Purpose: Communicate company
values, mission, and strategic goals to employees, linking
individual work to a larger purpose. Provide opportunities for
employees to contribute to meaningful projects and initiatives.
 Intrinsic Rewards and Recognition: Celebrate successes
and achievements publicly, fostering a sense of
accomplishment and belonging. Utilize non-monetary rewards
like additional responsibility, flexible work arrangements, or
public recognition to boost morale.
 Work-Life Balance and Wellbeing: Invest in employee
wellbeing initiatives and programs that promote work-life
balance. Offer flexible work arrangements, mental health
resources, and stress management programs to keep
employees engaged and motivated.
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 Building and maintaining a thriving culture like Netflix's requires
ongoing effort and dedication. By adapting and implementing these
principles within your organizational context, you can cultivate a high-
performing, engaged, and innovative workforce that thrives in a
competitive world.

It's crucial to emphasize that maintaining a Netflix-like culture is not

about blindly copying their practices, but rather understanding the
underlying principles and tailoring them to your unique environment.
Continuous engagement, feedback, and adaptation are key to
ensuring your culture remains vibrant and relevant, paving the way for
long-term success.

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Q3) How can Netflix policies be Applicable to other companies, and
their potential impact upon implementation?
Ans.

 Fostering a Culture of Trust and Collaboration: Creating a

culture of trust and collaboration is vital for employee
empowerment like Netflix has adopted. MNCs like Google
have recognized the significance of open communication and
inclusive decision-making. A good example is Google's "20%
Time" policy, which encourages staff members to devote a
part of their working hours to side projects. This policy
encourages employees' creativity, independence, and sense
of ownership, which ultimately results in a more empowered
workforce.

 Recognizing and Rewarding Achievement: Recognition

and rewards play a crucial role in employee empowerment.
MNCs such as Salesforce have implemented policies that
acknowledge outstanding performance and foster a culture of
appreciation. Salesforce's "V2MOM" framework aligns
individual goals with the company's vision, values, methods,
obstacles, and measures. This framework provides a platform
for recognizing and celebrating success, motivating
employees, and reinforcing their sense of empowerment.

 Promoting Work-Life Balance: Employee empowerment

involves recognizing the importance of work-life balance.
MNCs can create policies that enable staff to manage their
professional responsibilities while keeping a healthy personal
life, such as flexible working hours, remote work opportunities,
and paid time off. For instance, organizations like Microsoft
have launched programs like "Work-Life Harmony" that urge
staff members to put their health first and keep a good
balance between their personal and professional lives. These

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 regulations provide workers more freedom to manage their
time, which lowers stress and boosts general job satisfaction.

 Encouraging Employee Voice and Participation: Employee

empowerment thrives when employees feel their voices are
heard and valued. MNCs can establish platforms and
channels for employees to provide feedback, suggestions, and
ideas. Regular team meetings, surveys, suggestion boxes,
and employee forums create opportunities for employees to
actively participate in decision-making processes, fostering a
culture of empowerment and inclusivity. For instance,
companies like Zappos have implemented the "All Hands"
meetings, where employees across all levels come together
to share their insights and contribute to company-wide
discussions. This open forum promotes transparency, and
collaboration, and empowers employees to contribute
meaningfully to the organization's growth and success

 Promoting Diversity and Inclusion: A diverse and inclusive

work environment is conducive to employee empowerment.
MNCs like Microsoft recognize the importance of fostering
diversity and inclusion. They implement policies that promote
diverse hiring practices, mentorship programs, and employee
resource groups. These initiatives empower individuals from
different backgrounds to contribute their unique perspectives
and experiences. Inclusive environments value every
employee's contribution, fostering a sense of belonging and
empowerment among the workforce.

 Proper 360° feedback Culture: Netflix promotes a culture of

feedback, which applies to any organization. E.g. 360°
feedback and providing them with immediate analysis.
Regular feedback enhances communication, aids employee
development, and contributes to a positive work environment.

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Conclusion
By fostering a culture of trust, providing opportunities for growth,
delegating decision-making authority, recognizing achievements, and
promoting diversity and inclusion, MNCs can unlock the full potential of
their workforce. Employee empowerment needs to be a top priority for
organizations as they continue to tackle difficulties and seize new
opportunities. MNCs can develop a dynamic and creative workforce that
powers their growth and places them at the forefront of their industries by
implementing the practices and policies adopted by Netflix that have
changed the face of the work.

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 “ STAR TECHNIQUE FOR INTERVIEW ”

Personal Life:
 Situation:
 You recently moved to a new work city where you don’t
know anyone. This change required significant
adjustments both personally and professionally, as you
had to navigate a new environment and build new social
networks from scratch.

 Task:
 Can you describe a time when you faced a major
personal change or challenge, such as relocating to a
new place and starting over in a new environment? How
did you approach this situation?

 Action:
 In your response, please elaborate on the specific steps
you took to adapt to this new situation. How did you
familiarize yourself with the new environment? What
strategies did you use to build new relationships or
networks?
 Result:
 Finally, share the outcome of your actions. How did your
efforts help you settle into the environment? What
personal growth or learning did you experience because
of this situation?

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