Cirque du soleil human resource management

Based on your readings explain one example of each at Cirque du Soleil: The entire recruitment process became electronically based making the selection process more efficient. Internally, the managers created a very close relationship with its employees, taking into consideration their individual ideas for future goals and where they thought they could be most effective.

Internally, the managers created a very close relationship with its employees, taking into consideration their individual ideas for future goals and where they thought they could be most effective. This is known as the expectancy theory.

The company provides its performers with every accommodation, previously discussed; they need in order to be successful at their craft. The Montreal office could not deal with all of these diverse issues on its own.

Employees were offered competitive salaries, bonuses and promotions, group insurance, paid holidays, and free meals. While on tour, a full time HR professional accompanies the performers to aid in any issues such as insurance coverage, immigration, and anything else pertaining to the well being of the tour.

Cirque also encouraged artistic creativity among its employees by giving them an opportunity to showcase their artistic skills by holding exhibitions and cultural arts events. Popularity of Cirque de Soleil grew significantly attracting up to 50, resumes per year.

They took what interests each performer had and enrolled them in courses that would prepare them for the backstage aspects of the business.

Cirque Du Soleil's Human Resource Management Practices

To prevent any conflict, they decentralized their workforce management. The company stresses self improvement by taking into strong consideration where an employee wishes to be placed.

They also recruited 1, temps per year to assist at the performance venues and interact face to face with the audience. The company provides its performers with every accommodation, previously discussed; they need in order to be successful at their craft. Furthermore, Cirque de Soleil has created an atmosphere in which almost anything is attainable through hard work and dedication.

Cirque redefined the circus industry by blending creative craft, dance, and street performances with magnificent costumes, music, and lighting to develop opera-styled shows and excluding animals from its acts. The Montreal office could not deal with all of these diverse issues on its own.

While on tour, a full time HR professional accompanies the performers to aid in any issues such as insurance coverage, immigration, and anything else pertaining to the well being of the tour.

Their performances are commended in media all around the world bringing much prestige to this job title. This can be exemplified through Jennifer Dunne, who presented her ideas and aspirations to the mangers and proved herself worthy.

By doing this, they are able to accommodate the cultural differences and laws dealing with employees. This sort of forward thinking boosted the drive and motivation of the performers knowing their part in Cirque De Soleil did not end when they could no longer perform.

Cirque provided its employees with a creative environment that encouraged them to express their ideas, challenged their limits, and allowed them to grow both professionally and personally. Popularity of Cirque de Soleil grew significantly attracting up to 50, resumes per year. Cirque De Soleil did a great job in both the internal and external aspects of recruitment.

To prevent any conflict, they decentralized their workforce management. Their performances are commended in media all around the world bringing much prestige to this job title.

As well, each of the performers numerous tax returns are taken care of, specialized housing accommodations, and personalized career counseling and training services.

Cirque De Soleil did a great job in both the internal and external aspects of recruitment. The attention given to each performer ensured that they would be content in every aspect of their role in the company therefore being extremely productive individuals.

They also satisfied this need by providing chefs that tended to nutritional needs, and good housing when on the road.

Cirque de Soleil has become an international icon and has expanded its offices around the world. However, some analysts felt that, going forward, one of the biggest issues for Cirque would be addressing challenges in its global HR practices and preserving its culture.

The immense popularity world renowned reputation of the show gives the performers a strong sense of esteem. Lastly, the reason people joined Cirque de Soleil is because they knew that with them they could achieve whatever goals they had set in front of them.

Finally, programs such as Crossroads helped the performers realize their potential beyond the performance aspect of the business implementing self actualization.

By clicking "SEND", you agree to our terms of service and privacy policy. Motivating its performers to produce quality work required meeting basic and higher level needs, components of the Hierarchy of Human Needs Model. More Essay Examples on Starting with the foundation of the model, physiological needs, Cirque De Soleil paid salaries that enabled the performers to have comfortable lifestyles.

By doing this, they are able to accommodate the cultural differences and laws dealing with employees.Cirque du Soleil HR is Everywhere by Dawn Frazee January 1, In the early eighties, a group of young street performers pooled their talent and dreams and founded the “Club des Talons Hauts” or “High-Heels Club,” aptly named because most of them were stilt-walkers.

What theories from your text are evident in Cirque du Soleil's management of employees? _Select and explain three examples from the readings and explain how they illustrate human relations theory from your readings._.

Cirque du Soleil Harvard Case Solution & Analysis

In addition to that, training was also a Human Resource problem that people from all over the world felt difficulties in bending according to the requirements of Cirque Du Soleil. Further, corporate culture of Cirque Du Soleil has become one of the major issues.

The case discusses the HR practices of Cirque du Soleil (Cirque), the Canada based circus entertainment company. Since its inception in the mids, Cirque had been known for its innovation and creativity.

InCirque had more than 3, employees representing 40 nationalities and 25 languages. To manage such a diverse workforce, it had a dynamic HR. What theories from your text are evident in Cirque du Soleil’s management of employees? _Select and explain three examples from the readings and explain how they illustrate human relations theory from your readings.

Cirque du Soleil’s Global Human Resource Management Practices Abstract Cirque du Soleil (Cirque) is a Montreal-based entertainment company recognized the world over for high-quality, artistic entertainment.

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Cirque du soleil human resource management
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