MANAGEMENT

Cirque du Soleil's Human Resource Management Practices

[Name of the InstitutionCirque du Soleil's Human Resource Management Practices

Introduction

Cirque Du Soleil is a distinctive company because of its organizational behavior and management. It is unique in various aspects such as behaviors of the employees in the office, mental attachment, and the diverse culture in the labor, compensation, culture and commitment. The main objective of a human resource department is to assist the company to get to their goals; they do this by making sure that the employees are utilized effectively. Cirque du Soleil was formed by a club of street performers of the “High-Heels Club” in the year June 1984. The company started out with 73 people working in the company and currently employs 2500 people. The case study is based on the human resource practices of Cirque de Soleil. As the company has diverse workforce, the case talks about the recruitment and selection, training, performance appraisal, culture and working conditions. It also looks into how Cirque, manages the cultural diversity of its workforce at Cirque. The essay answer the questions of a cse study that is based on the training and development, culture, appraisal and work environment in the company.

Case Study Question 1

The decentralization of a department is the process by which the company gives the decision making power to the governing authority in that region. The operations of the company are wide spread and this requires the decisions to be made by the people in the other regions. The example stated in the case is of the group insurance system for which Sylvain Carrier, director of compensations, benefits and HR systems had to review and change the group insurance system. The company had to assess the liabilities and risks that general insurance and human capital could have. The company was looking for a consistent insurance policy and provider for all the employees of the organization. This was a challenge for them to achieve due to the global dispersement of the employees. Due to this reason the company made the decision for differentiating its insurance coverage on the criteria of the four geographical locations; which were the International Head Office in Montreal, the office in Las Vegas, Amsterdam and the touring parties. This policy made sure that their employees worldwide got the desired coverage. Insurance is vital part of the compensation of the employees as they have to perform their acts which make them prone to injuries. Insurance covers the damages they might get due to any mishaps (ICMR, n.d.).

The condition for a centralized human resources management varies from the decentralized process. The decision that are taken in the headquarters and are not for specific but general cases. The case of the insurance was a specific case as it differs from region to region and employee to employee. So if there is a case for hiring employee it will be executed in the head office. The process of centralizing the operations was possible for the company as they had fewer employees in ...