Cirque Du Soleil Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Cirque Du Soleil Case Study Help

Pros

The employees will be motivated, and satisfied with the company.
The employee will be familiar with the culture and job description,with reasonable compensation.
Overtime and other benefits will pursue employees.
When the number of shows increase;the company will not search for other talented artists, but would rather ask the existing employees to work overtime.

Cons

The minimum rate of overtime by the government.
If the overtime option is erased; employees will not be able to continue.
Working for reasonable compensation as overtime will also lead towards low productivity of the artists.

Recommendations

All three options seem to be useful for the problem of hiring and retaining employees, but the third option is the best among all the proposed options. The fair and reasonable compensation strategy willattract the employees most, as people work for money and if they earn money with more options,like overtime;itwill lead towards the employees being honest and loyal towards theorganization.The company can also apply this alternative as it offers bonuses, promotions, insurance, competitive salaries, a free meal and paid holidays.The company also encourages new talent with creativity, by offering different opportunities and retaining its worthy employees.For retaining the employees;Laliberte should offer attractive benefits and reasonable salary packages to its employees.An increase in the benefits will motivate the employees to retain and work with Cirque.

Action Plan/Implementation

This recommendation can be implemented by different techniques. As the company can hire talent anywhere;it needs to deliver these new options to the employment team that is supported by the global network, which finds and suggests new and talented artists.The reason behind employeesresigning form the organizations, include: better alternatives and opportunities.If Cirque offers maximum benefits and rewards; the retention rate of employees can be increased. This option can be implemented by changing the compensation policies of the company and adding different benefits that could attract employees and motivate them to remain a part of the company.As the company has a policy of paying per show and per hour,it can also be changed as a fixed amount of salary so that the employees will beretained willingly.

Contingency planning/Backup Plan

Cirque needs to understand why employees leave organizations and what problems do these employeesface and how could they be turned into opportunities. As it has beenidentified that there are many reasons behind the low retention rate of employees and if alternative 3 is recommended then also there is a risk of uncertainty regarding whether the implementation of this strategy will work or not.This also means that Cirque needs to consider a plan B out of the remaining alternative in order to retain their employees and keep them satisfied while working for the company.Normally, the company hires employees with a contract of 1 to 2 years. This means that employees always have a fear of getting their contract expired and they also now that after the contract comes to an end; they will have to begin their struggle of searching for another job again.It is also a challenging situation for the company to retain rare talent for the long-run. So the plan B should be comprised of an increased duration of the employee’s employment at the company and a further extension in the contract should be offered by the company in case of the failure of recommended alternative 3.........................................

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