Case Study 1

Cirque Du Soleil Case Study

Morgan McGraw

9/23/14

1. The human resource strategy that Cirque du Soleil appears to adopt is the differentiation strategy. They are not a cost leader because they are not trying to get people to come see their show for a cheap price. Their prices are set and at a normal price level. Their goal is to maintain a happy crowd that goes to their shows. Innovation is what keeps Cirque du Soleil thriving and successful. They have to find new athletes that keep the crowds pleased and keep the show lively.

2. Cirque du Soleil does a really great job with providing benefits for their employees. One benefit that Munoz mentions deals with noneconomic benefits that are provided which shows how caring Cirque de Soleil is. They provide language-training onsite in six different languages so that performers are able to communicate with one another. Cirque du Soleil also provides extra training for a performer that is outside of their expertise so they can have more opportunity when it comes to performing. Cirque du Soleil is also extremely committed to putting on an outstanding show to wow their customers in hopes to get them to come back in a few years and bring friends.

3. Cirque du Soleil had a rough start, but they have done an excellent job working out the kinks along the way. Recruitment is definitely something that could continue to be worked on. They face challenges with recruitment because they recruit from all across the world and try to be as fair as possible in the process. To help the recruiting process they need to hire more professionals that know what to look for during auditions so that they can break up the “recruiting teams” and send them to certain places. It’s impossible to have one person recruiting for such a large company. Another challenge Cirque du Soleil faces is keeping employees and performers long term. Something that may help this issue would be to offer yearly bonuses or pay raises or possibly...