Employment and Best Performance Appraisal
Case 11 Netflix 1. What is the best performance appraisal method for the Netflix team to keep the best employees?
I think the best performance appraisal method for Netflix would be the critical-incident technique. The critical- incident technique keeps a record from the beginning of employment of the effective and ineffective job behaviors. The manager would sit with the employee and discuss what their performance is specifically. It would take any positive examples of their work and the negative examples. It seems that Netflix already has a good orientation program at hand. They make sure that they hire the best people for the positions that they have to offer. With the critical-incident appraisal method it takes into account your very good aspects and the very bad. I think that when the very bad is pointed out to the employee they would make an effort to make sure that they do not make that mistake again. I would believe that the running log that comes from the critical-appraisal method is kept by the manager and the employee. If the employee has it on hand at their desk they can refer to it to make sure that they are performing in an acceptable way. Hastings makes everyone responsible for their own choices that they make at the job. So by giving them an upfront account of what they are doing goo and what they are doing poorly should give them no excuse to improve. 2. What are the limitations and risks of Hastings’ human resource management practices?
Hastings practices a human resource management practice that seems to be somewhat carefree in a way. I believe that his human resource team does practice the three major responsibilities that they have which are attracting a quality workforce, developing a quality workforce and maintain a quality workforce. I think that is evident from the great staff that Hastings claims they already have. They make sure to recruit qualified job seekers who have the skill set that Netflix requires. Hastings has a
I think the best performance appraisal method for Netflix would be the critical-incident technique. The critical- incident technique keeps a record from the beginning of employment of the effective and ineffective job behaviors. The manager would sit with the employee and discuss what their performance is specifically. It would take any positive examples of their work and the negative examples. It seems that Netflix already has a good orientation program at hand. They make sure that they hire the best people for the positions that they have to offer. With the critical-incident appraisal method it takes into account your very good aspects and the very bad. I think that when the very bad is pointed out to the employee they would make an effort to make sure that they do not make that mistake again. I would believe that the running log that comes from the critical-appraisal method is kept by the manager and the employee. If the employee has it on hand at their desk they can refer to it to make sure that they are performing in an acceptable way. Hastings makes everyone responsible for their own choices that they make at the job. So by giving them an upfront account of what they are doing goo and what they are doing poorly should give them no excuse to improve. 2. What are the limitations and risks of Hastings’ human resource management practices?
Hastings practices a human resource management practice that seems to be somewhat carefree in a way. I believe that his human resource team does practice the three major responsibilities that they have which are attracting a quality workforce, developing a quality workforce and maintain a quality workforce. I think that is evident from the great staff that Hastings claims they already have. They make sure to recruit qualified job seekers who have the skill set that Netflix requires. Hastings has a