ABSTRACT
Assessing individuals’ job performance is a common practice in modern organizations, inextricably linked to a cross-section of talent management functions. Whether the focus of a talent management program is selecting a more effective workforce, training the existing workforce, or initiatives aimed at enhancing employee engagement, supervisor ratings of employee performance are a common criterion by which talent management processes are evaluated. Management research is also heavily dependent on performance ratings, and supervisor ratings of employee job performance are among the most commonly studied criteria. In short, the quality of supervisor ratings of performance is of central importance to management research and practice.
