Abstract
This commentary has two key aims. One aim is to offer a dynamic, iterative conceptualization of talent, which recognizes that an organization’s understanding of talent profiles can change over time, between cultures and across individuals. A second aim of the present commentary is to move beyond an internal, organization-centric focus on evaluating talent contribution to an interactional focus that integrates external, macrolevel factors, such as talent supply and demand, into the discussion about talent valuation.
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