What It Takes to Make Star Hires Pay Off Harvard Case Solution & Analysis

The current economic recession has managers with attractive terms for the acquisition of the "stars" of employees on the cheap. But the track record of such acquisitions of human capital has been mixed, and many companies fail to integrate their new talents. Apparently, the organization can not just hire star employees, and then expect those individuals automatically shine in new conditions. How, then, companies can ensure that they get the most out of talent they hire? They found that, in order to build a first-class organization star employees, companies can not just hire the best and the brightest and then include these individuals in a free-Darwinian competition. Instead, organizations need to provide and maintain appropriate conditions for employees to thrive. This means to avoid some common mistakes, such as the fall of a "lone-star myth" (companies often mistakenly believe that one person alone can turn an entire department or organization) to overestimate the importance of pay (companies often pay for hiring the best talents) that allows stars to go solo (high achievers too planned, almost by definition, so that managers should not assume that the cooperation would be "just"), focusing too narrowly on one department or group (stars to the top colleagues throughout the organization in order to make their best work) and neglecting homegrown talent. "Hide
by Boris Groysberg, Linda-Eling Lee, Robin Abrahams Source: MIT Sloan Management Review 7 pages. Publication Date: January 1, 2010. Prod. #: SMR339-PDF-ENG

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