Question

1) discuss why/how cirque localise their hr practices to the host country context, giving examples. 2) overview the various stages of the selection process at cirque. how does its staffing approach contribute to organisational success? 3) discuss some of the training and development programs at cirque. how have these helped/motivated performers? 4) expansion into china is discussed at the end of the case. if cirque were to recruit hcns there as performers, which elements of their hr practices might prove to be culturally problematic and why? discuss in relation to the cultural theories from the course. 5) cirque is not as profitable as it once was. management needs to cut costs and their generous compensation scheme needs to be streamlined. how would you do this while still incentivising/motivating performers? use your knowledge from the course and the exhibits from the case to discuss.

Answer 1

Cirque du Soleil localizes HR practices to adjust to host country cultural and legal norms. Their meticulous selection process contributes to their success, and their training programs support and motivate their talents. For expansion into China, they must adapt HR practices to fit the collective culture, and to cut costs they should streamline compensation while maintaining performer incentives.

Step-by-step explanation:

Local HR Practices and Cultural Adaptation

Cirque du Soleil, like many multinational companies, localizes its HR practices to align with the host country context to ensure that their operations are sensitive to cultural norms and legal requirements. This includes accommodating for differences in labor laws, compensation expectations, and management style. For example, in a collectivist culture, practices such as team-based rewards might be more appropriate than in individualistic cultures where personal achievement is highly valued.

Selection Process and Staffing Approach

The selection process at Cirque du Soleil involves multiple stages, including auditions, interviews, and skill assessments. This rigorous process helps ensure that only the most talented and suitable performers are chosen, which contributes to the company's high-quality performances and overall success.

Training and Development Programs

Cirque du Soleil provides comprehensive training and development programs that not only enhance the skills of their performers but also serve to motivate and retain talent. These programs might include physical fitness, artistic expression, and psychological support, catering to the holistic well-being of the performers.

Expansion into China and Cultural Considerations

When recruiting host country nationals (HCNs) in China, certain HR practices could be culturally problematic, such as individual-based incentives that may clash with the collectivist culture, influenced by the teachings of Confucianism. It is important to assess these practices in light of cultural theories to ensure successful integration into the local workforce.

Cost-Cutting and Compensation Strategies

In response to the need for cost-cutting, while still incentivizing performers, a strategic approach could involve a careful analysis of the compensation scheme, finding balances in pay structures, and exploring non-monetary incentives that align with performers' intrinsic motivations, such as creative freedom or career development opportunities.