How Netflix Re-Invented Hr?

   PAPER  ONE

     The way the article "How Netflix Re-Invented HR" describes working at Netflix, made me think about my current job, and even though I did not want it to turn into an indirect assessment of my current job, I couldn’t help comparing the sometime utopian snapshot of working at Netflix against my own experience working at my company.

   There are two aspects of working at Netflix that have the best appeal to me. One is the elimination of formal reviews. From my experience, most formal reviews are subjective and riddled with ambiguity and contradictions. It tends to be based on perception rather than reality, and it often takes into account things that are not measured correctly. The second aspect that would attract me is the compensation philosophy. Market-based pay, the lack of artificial performance bonuses and encouraging employees to test the market, in my opinion makes a transparent and open compensation policy, and I like that a lot.

    On the other hand, there are two aspects of working at Netflix seem inappropriate and bother me the most. One was the lack of a formal travel and expense policy. "Act in Netflix's best interests" is ambiguous and vague. It also appears to be a contradiction between expecting employees to "spend company money frugally" and forgoing expense account controls. The second aspect that did not attract me is relying on "logic and common sense instead of on formal policies". Although it may appear so, logic and common sense are not universal aspects. People have various levels of logic and common sense, and what appears logic to one person may not appear logic to another person. This is especially true in our current multi-cultural and multi-ethnic, international work force.