Amazon’s rise from a scrappy online bookstore to a global tech behemoth is nothing short of fascinating. It’s not just a company that sells stuff online anymore — it’s a major player in cloud computing, digital streaming, advertising, and even artificial intelligence. Since making its debut on the Fortune 500 list back in 2002 at a modest #492, Amazon has climbed all the way up to #2. That kind of growth doesn’t happen by accident.
Sure, its innovation, customer-first mindset, and scalability play a big role. But let’s not overlook something less flashy but equally crucial: its people. Yep, the employees behind the scenes deserve a whole lot of credit — which brings us to the core of this article: Amazon’s human resources management (HRM) and how it has helped shape the company’s success (and stirred up some controversies along the way).
Why Human Resources Even Matter
Let’s clear this up: HR isn’t just the department that sends out offer letters or organizes holiday parties. It’s actually one of the most strategic arms of any company when done right. One definition I really like describes HRM as “the art and science of getting the most out of people.” Sounds simple, but it’s layered.
Think about it — the art part is understanding, motivating, and managing humans (who, let’s be honest, are complicated). The science is all the data, structures, and policies that make sure the right people are hired, trained, and retained.
Gary Dessler, a well-known HR scholar, describes HRM as the process of acquiring, developing, and deploying human resources to meet an organization’s strategic goals. And Amazon? It’s been very intentional about aligning its HR efforts with its big-picture vision.
Happy Employees = Healthy Business?
Apparently, yes. A 2019 tech workplace survey found that 89% of Amazon employees were proud to work there, and 84% would recommend Amazon as an employer. Now, whether those numbers still hold true today is debatable, given some recent PR disasters — but back then, it painted a picture of a highly engaged workforce.
And there’s data to back this up beyond just Amazon. A McKinsey report showed that companies with strong HRM practices are 1.3 times more likely to outperform their peers. SHRM (the Society for Human Resource Management) also found that best-practice HR teams have a direct impact on overall performance. So yeah, HR matters — a lot.
How HR Fits Into Amazon’s Bigger Picture
At Amazon, HR isn’t tucked away in a corner. It’s front and center. The org chart says it all — Beth Galletti, the Senior VP of Human Resources, reports directly to the CEO. That’s a big deal.
According to research, only around 13% of HR leaders across companies report directly to the CEO, so Amazon clearly sees HR as a strategic function, not just a support role. This visibility means HR gets to weigh in on high-level decisions, not just payroll issues or office culture.
In companies where HR is in the C-suite loop, you often see stronger policies, better employee support, and more robust talent development — and Amazon fits that mold (well, mostly… we’ll get into the cracks later).
Read Also: Amazon PTO & Vacation Policy: You Need to Know
Hiring at Amazon: Rigorous, Diverse, and Sometimes Exhausting
Amazon’s hiring process is no joke. If you’re applying there, prepare for multiple rounds of interviews — phone calls, video chats, face-to-face meetings — you name it. The idea is to filter out bias and make sure they’re hiring not just qualified people, but the right people.
What’s interesting is that Amazon looks beyond conventional resumes. They’ve hired former athletes, poets, liberal arts grads — people from all kinds of backgrounds. That diversity isn’t just a buzzword. It’s a strategy.
McKinsey found that companies that are more inclusive are 35% more likely to outperform their competitors. And based on that, Amazon’s approach to diverse hiring makes total sense.
But let’s be real — this thorough process can also be tiring. Some candidates go through weeks of interviews before getting an offer. It’s part science, part stress test.
Performance at Amazon: High Standards and No-Nonsense Reviews
Here’s where things get a little intense.
Amazon is known for its high-performance culture. Employees are expected to meet strict standards — not just in terms of output, but also in how they get the job done. This includes adhering to Amazon’s leadership principles, which, while inspiring on paper, can be a bit intense in practice.
There’s a system in place called the “Anytime Feedback Tool,” where employees can leave anonymous feedback about their colleagues. Cool in theory, but some say it creates a low-key snitch culture.
Another tool, “Connections,” asks employees a random daily question to gauge how they’re feeling. And if you’re underperforming? You might find yourself in a three-month Performance Improvement Plan (PIP) — basically a corporate version of “step it up or get out.”
Compensation is also tied tightly to performance, which makes sense. But when paired with a pressure-cooker environment, it can get overwhelming.
The Dark Side: Where Amazon’s HR Has Missed the Mark
Not everything is sunshine and stock options. In 2021, The New York Times dropped a bombshell article titled Inside Amazon’s Worst Human Resources Problem. The investigation revealed serious mismanagement around unpaid leave and employee support. Basically, HR was dropping the ball — and employees were paying the price.
There were cases where workers went on leave and came back to find they had been accidentally terminated or lost benefits. That’s not just a paperwork error — that’s life-altering.
Other issues? Employees have complained about low wages, poor work-life balance, and an overall lack of empathy from management. In one survey, only 30% of employees reported feeling satisfied during HR-related scandals. That’s a steep drop from the 89% figure we mentioned earlier.
Read Also: Amazon Employee Discount: Everything you Need to Know
Inclusion: A Work in Progress
Yes, Amazon talks a big game when it comes to diversity and inclusion. But in practice, it’s been… messy.
There have been multiple lawsuits around sexual harassment, gender discrimination, and racial bias. Some offenders were terminated, but the damage was already done. And it keeps happening.
According to the Equal Employment Opportunity Commission (EEOC), Amazon has had a higher rate of discrimination complaints than many other Fortune 500 companies. That kind of reputation can make it harder to attract and retain top-tier talent — especially from underrepresented groups.
And let’s not forget — all that internal drama doesn’t just hurt employees. It hurts the brand too.
Final Thoughts
So, is Amazon’s HR department a model of excellence or a cautionary tale? Honestly, it’s a bit of both.
There’s no denying that Amazon’s HR practices have contributed massively to its growth. The integration of HR into strategic decision-making, its structured recruitment, and data-driven performance tools are impressive.
But the company has also dropped the ball in some serious ways — especially when it comes to employee well-being, fair treatment, and internal support systems.
In short: Amazon’s HR machine is powerful, but not perfect. If the company wants to maintain its dominance, it can’t just keep innovating products — it needs to double down on treating its people right, too.
