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HOW NETFLIX REINVENTED HR PDF

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Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley. It's been viewed more than 5 million times on the web. Download Citation on ResearchGate | How Netflix Reinvented HR | When Netflix executives wrote a PowerPoint deck about the organization's talent. Harvard Business Review: How Netflix Reinvented HR. Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley.


How Netflix Reinvented Hr Pdf

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How Netflix Reinvented HR By Patty McCord. Presented by: Maryam Halimi. Find more PowerPoint templates on olhon.info! Background. In a recent article for the Harvard Business Review, McCord outlined how Netflix reinvented HR to create the viral 'Netflix Culture Deck' (NCD). How Netflix Reinvented HR - Download as PDF File .pdf), Text File .txt) or read online. hr case study.

They found them to be too ritualistic and infrequent. They asked managers and employees to have regular conversations about performance as an organic part of their work.

How Netflix Reinvented HR

Instead of cheerleading, talent managers should think of themselves as business people, McCord says. They should be asking themselves: And then they should implement strategies to address these. Ultimately, when a company is at the top of its game, so too are its people and their morale. Fast-forward almost ten years. Patty McCord has since left her role at Netflix, potentially partly because of the culture she built, some argue.

Her advice? To cntinuously evaluate your values and keep moving forward.

What does your workforce really want? We asked 3, employees just that.

How Netflix Reinvented HR

Download our exclusive research to find out what they said — and what it means for HR leaders. High-performance According to Hastings, your employees should operate as a highly performing sports team, not a family.

Freedom and responsibility This one is also simple: Highly aligned, loosely coupled Setting a common goal and allowing your teams to achieve it without heavy-handed supervision is vital for Netflix.

Pay top of market Hire the best and pay top dollar for it, McCord explained.

Promotions and development Netflix believe that people should shape their own futures within a company rather than have a career plan shaped by the company. Three companies that have nailed employer branding Read more. What the sector says Read more.

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Leaders and managers, Netflix explained, need to live and breathe the company values in everything they do. High-performance According to Hastings, your employees should operate as a highly performing sports team, not a family.

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However, being part of a dream team means that employees are always expected to be on their A-game, caring about each other and knowing that they might not be part of the dream team forever.

Freedom and responsibility This one is also simple: be honest and treat people like adults. If you are looking for people to take ownership, innovate, be smart and creative, then you need to give them the freedom and responsibility to do so, McCord explains.

Ultimately, responsible people thrive on freedom and are worthy of freedom.

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Netflix believes only by understanding the full context of their business can employees really help their company grow. Highly aligned, loosely coupled Setting a common goal and allowing your teams to achieve it without heavy-handed supervision is vital for Netflix.

Pay top of market Hire the best and pay top dollar for it, McCord explained.

Netflix always pay top of the market salaries. Promotions and development Netflix believe that people should shape their own futures within a company rather than have a career plan shaped by the company.

The company scrapped formal yearly reviews early on. They found them to be too ritualistic and infrequent. They asked managers and employees to have regular conversations about performance as an organic part of their work.The theory is that if you want to get rid of someone, you need a paper trail documenting a history of poor achievement.

Too many devote time to morale improvement initiatives. Only after theyve done the work of envisioning the ideal outcome and the skill set necessary to achieve it should they analyze how well their existing team matches what they need.

Three companies that have nailed employer branding Read more. If you wanted 30 days off in a row, you needed to meet with HR.

How Netflix reinvented HR

Ask workers to rely on logic and common sense instead of formal policies, whether the issue is communication, time off, or expenses. DVD players became the hot gift that Christmas.

Does your current team meet these skill requirements?