How Netflix Reinvented HR and How Social Media Changed its Use

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How Netflix Reinvented HR
Reed Hastings and Marc Randolph in Scotts Valley founded Netflix in August 1997 ("About Netflix - Homepage"). The company has been using the freedom and responsibility human resource strategy discussed in the article for 23 years now. It was adopted in 1998 when Hastings became the Chief Executive Officer, CEO (McCord, p. 1). The strategy has been successful for Netflix, which can be explained by its exponential growth over time.
Other companies can learn several lessons from Netflix. The primary lesson is that human resources should avoid copying strategies from other organizations. Instead, they should develop unique ways to address their organization's issues because issues are not homogenous across all organizations. Most HR fail because they lift strategies from other organizations, which may not apply in their organization. One of the unique HR approaches is discussing performance with the employees instead of keeping a paperwork performance track which has proved to be biased over time. Managers should create a working environment suitable for maximum productivity by owning the work of creating excellent teams and telling the truth about the company's performance.
Another lesson is that HR is a crucial part of an organization, which ensures its prosperity. It is a department that should be as innovative as the creative department. Netflix invested in excellent HR strategies that satisfied all the employees and ensured that those affected by company policies leave satisfied. For example, Maria, the engineer, and Laura, the bookkeeper whose services Netflix no longer needed and had to lay them off. They left smiling instead of sad or even contemplating a lawsuit against the company because Ne...