The Management Of Talent Management

Netflix was founded in 1997 with the intent to revolutionize the way in which consumers watch movies and television shows. Their accomplishments both in innovation and in customer base for their service indicate that the firm has been, and continues to be, successful in doing so. Currently, the

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

Netflix finds its competition and strategic challenges against big names in the market –Google, Apple and Amazon to name a few (Roberts & Zahay, 2012). The challenge for Netflix lies in maintaining the innovative streak, which will add creativity and youth to its brand image and the brand itself. This innovative streak has to be continual and has to match the demands and preferences of the customers in their taste and liking. The brand and the company cannot afford to remain stagnant and rigid in the ever changing and demanding market place. The core competency that Netflix will have to focus on to meet this challenge is to develop and train its human resource. Effective and efficient human resource management will allow the company to tap into present and potential customers, as well as, allow the company to serve them appropriately.

Sharon Slade will need to know the who, what, when, where, why and how. Whose involved from 1998-2012 in the issue is the Founder and CEO of Netflix Corporation Reed Hastings, Patty McCord who is the founder of Patty McCord Consulting and the former chief talent officer at Netflix also who wrote the philosophy of Netflix Culture (McCord, 2014). There were circumstances and events that played a part to the challenges Netflix faced such as the dot-com bubble burst, 9/11 and the impending IPO resulting to 1/3 of their employees to be let go. Employees were let go with a healthy severance and a great recommendation. At Netflix, building an extraordinary group of gifted, submitted employees is a top need for directors. he timeline of when the issues began was 1998-2012. CEO Reed and Talent Officer McCord started to strategize on a new vision for the company. Reed and McCord started to give a new meaning to the company core value and mission statement. In the year

First formed in 1991, Netflix has become today’s predominant video rental service. They offer a hybrid service allowing DVD delivery by mail as well as streaming movies and TV shows via their company website or access on 200 other devices. Their unique business process has netted them over 16 million subscribers and revenue around $500 million annually. The reason for their growing success can be attributed to a good business model and just as important, properly implemented systems. An extremely efficient supply chain management system (SCM) and customer relationship management system (CRM) have helped Netflix become the world’s largest video subscription service.

Entering and transforming the video rental industry was a large undertaking for the start-up company. The first marketing objective the company undertook was the process of building a brand. Netflix’s identity was crucial to future growth and success. Without a strong brand, competitors with deep pockets could have easily duplicated the company’s business model. Secondly, leveraging technology was critical to establishing the business and infrastructure growth. The consumer base was the final objective Netflix sought to achieve. Retaining and growing subscribers were fundamental to revenue and marketing goals.

The following is a case study of Netflix, Inc. an American-based company that provides the streaming of online media to consumers in North America, South America, and parts of Europe. This case study will provide a brief overview of the company’s history along with four present-day challenges that the company will face as it tries to stay ahead of the competition. In its discussion of the present-day challenges that Netflix, Inc. faces the discussion will also relate the proposed challenges to the managerial challenges of globalization, diversity, and ethics. After each of the four anticipated challenges have been addressed then this paper will provide an analysis of the steps that Netflix, Inc. has already taken to keep the

Netflix must rapidly and effectively meet customer demands for entertainment services. In order to do so, proper and consistent operation management techniques must be in place for operations and productivity. In the past Netflix expressed a mismatch in operations and productivity goals. Site uptime and new feature goals clashed within the two areas of operations management. In its early stages, Netflix ran out of a central data center where internal operations and production changes were deployed every two weeks to one internal operations team. With a centralized approach, deployments were large and risky. This caused delays and decreased productivity.

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

The resources that are significant for Netflix are divided into two categories that are tangible and intangible. The tangible resources of the company include financial assistance, organisational and physical requirements. Financial assistance is considered as the basic resource because all the operations and functions of the business are dependent on this resource. For instance, the focus of the company is that revenue keeps on growing, however, in order to achieve this target, investment is needed which can be fulfilled by financial resource. Another division of tangible resource is organisation in which the company need organisational resource for conducting their functions. It is noticed that Netflix hired about 7 chief managers in order to ensure that business keeps on running smoothly. Moreover, they also hired 75 employees in their Beverly Hills. These are the organisation resource, which are also required for performing the basic activities of the business. In terms of physical resource, the company needs number of DVDs to provide service. It is also one of the important resources for Netflix because their function takes place on this particular resource. While on the other hand, intangible resources include human resource in which the company focused on hiring competent and skilled employees (Rothaermel, 2012; Teece,

The approach taken by Netflix to transform the dynamics of its company culture is ethical in my opinion, because it provides a solid foundation for what it is that they expect from their employees, and how they will go about meeting those expectations. Upon reading the PowerPoint slides and listening to the “Planet money podcast”, I noticed Netflix took a utilitarian and Kantian approach in making this successful transition. Netflix’s idea of not caring or focusing on an individual’s hard work reflects the utilitarian theory being that they only care about the results. Although this concept may seem harsh to some, myself included, I do understand that you can work hard and still come up short, and this is what Netflix wants its employees to realize.

Viewing the company’s profile and financial growth over the last few years indicates that Netflix strategy and vision has been implemented successfully, achieving strong strategic growth and a sustainable competitive advantage.

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.

This essay will provide insights and sufficient background to understand Netflix’s success and difficulties the company is facing.

Adhering to its organizational mission, Netflix was able to, over a period of about a decade, force almost all of its competition out of the market. This was the culmination of meeting its set Goals. Netflix core values seemed to evoke a very negative response by the general public at large. Consumers found their ethical means of climbing the corporate ladder abhorrent. This was damaging to Netflix for a period of several years causing investors, consumers, stock holders and product distributors to refuse to continue a business relationship with them. The core strategy for Netflix was to grow their streaming subscription business both domestically and globally. Its stated goal was to continuously improve its customer experience, with a focus on expanding its accessibility of its streaming content, and striving to enhance its users interface. This has been met as to recent by the availability of devices that users can use in the home that will allow direct access to Netflix streaming content directly from Smart TV’s and DVD players. Netflix is continually expanding and extending its streaming service to include services to new streaming capable devices as they are offered on the market while working to do so within the parameters of its consolidated net income and operating segment contribution profit targets. (Netflix) Netflix claims honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and