Abstract
Researchers are advocating a star performer strategy as a way for human resource professionals to deliver value to their employers. I highlight four concerns (four grains of salt) about applying a star performer strategy. As organizations redesign their workplaces and work policies in the wake of COVID-19, academic researchers have a responsibility to make human resource professionals aware of the risks associated with a star performer strategy. A star performer emphasis might be better viewed as a short-term course correction than a long-term human resource strategy.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: The International Journal of Human Resource Management
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
