An employee performance appraisal needs to have value for the employee to be effective. Employees should not sit and allow a performance review meeting to be a one-way conversation. Several tips for employees on performance appraisals can help to make the performance review process effective and part of the employee's professional development.

Keep Notes

For the employee to have any way of supporting their good work from the previous year, he needs to keep a detailed record during the year. Keep a notebook in your desk and make a note each time you had a major or minor accomplishment, and when something went wrong. For the accomplishments you should note who you worked with, the role you played and how the company benefited. When you make a note of something that went wrong, be sure to mark down your part in the crisis so you can take full responsibility for it, but also note what you learned from it so you can let your manager know that you are learning from your mistakes.

Have Questions

The performance appraisal is as much for the benefit of the employee as it is for the manager or the company. Before your review meeting, develop a list of questions that you would like to ask your manager. It is acceptable to ask questions regarding advancement in the company, how to get a raise and how you can take on more responsibility. Review your notes from the past year and develop questions on how you can improve your performance. Keep your questions short, and limit the number of questions you ask. As you discuss the questions with your manager, write down the answers so you can refer to them later.

Be Honest

If you continually rate yourself with the highest grades possible in all areas, then your manager may not feel as though you take your job or your career seriously. When you fill out your self-evaluation, be as objective as possible. Refer to your notes from the year and give yourself an honest evaluation of your performance. If you feel you deserve a low score in an area then mark it down, but make a note to discuss it with your manager to find out how you can improve your performance.

Employee retention starts with the application process. The applicant’s first look at the agency, followed by the employee’s initial impressions during orientation, as well as subsequent assignments, performance ratings, awards, promotions and overall working conditions, all influence whether an employee stays or leaves. An essential element of successful retention is for agencies to inform employees and applicants — as well as the public — that the agency places high value on EEO and diversity. Following are tips intended to assist agencies in creating a rewarding and diverse work environment in which it can hire and retain employees who strive for excellence.

• Demonstrate leadership commitment and accountability.
• Hire and train the right people.
• Establish Special Emphasis Programs and collaborate with affinity groups.
• Include the EEO director in strategic planning.
• Review agency EEO and personnel data.
• Improve advancement opportunities.
• Conduct employee opinion (climate) surveys and 360 degree evaluations.

We have got some good news and bad news for you: You can find great candidates on the Internet, but it’s still going to take work. We need to get back to recruiting strategy basics. Here’s what great employee sourcing is all about:

• Define The Job, Not The Person
• Have a Strong Basic Pitch
• Write Compelling Advertising
• Work Efficiently with Resume Databases
• Network

As the business world has become ever-more connected and fast-paced, identifying efficiencies is vital to success for any company, across multiple industries. With increasing interconnectedness, the most important capital for the majority of companies in the Information Age is human capital.

The following five tips are for new professionals entering this growing field who want to build their foundations in the human resources profession. They also serve as reminders for seasoned professionals at any point in your career.

• Deepen your business knowledge to enhance your contribution to your business partners in these seriously challenging times.
• Expand your network with social media and use it
• Mine your network for thought leadership and learn
• Be BOTH a value contributor and a game changer
• GROW your thinking, your skills and your leadership like there is no tomorrow