What is Internal Assessment?

Internal assessment refers to identifying and evaluating a company's current workforce for reassignment, training, promotion, or firing. The evaluation also includes determining which employees' abilities are required to carry out their company plans and reviewing their employees to see whether their talents fit the objectives of the business needs. If this practice is repeated regularly, the company's staff develops, and their competencies are more matched with the business plan.

Objectives of an Internal Assessment

To prepare for future business demands, a business must plan for and train present employees. An internal assessment aims to find the best match with the requirements of the company's other roles. When an employee wishes to work in higher positions, they are evaluated compared to other applicants against the company's values and standards for the job. This exercise's objectives include the following:

  • Assessing workers' suitability for different positions

  • Improving the strategic competencies of the firm

  • Gathering data for restructuring or downsizing options

  • Justifying and refining current staff for fit

  • Increasing the company's ROI and staffing costs

  • Capitalising on favourable stakeholder reactions

  • Assisting with the HR strategy and talent philosophy

  • Strengthening the employer image

  • Identifying staff development requirements

Internal Assessment Techniques

Internal employees are assessed using the same procedures as external applicants. Recruiters have an edge because the person is already employed, and their information is readily available. An external recruiter can also analyse employees, but other performance assessment techniques done by supervisors are equally effective and less expensive.

  • Skills inventory: Also known as the skills database, this allows a corporation to keep track of which personnel have which types of skills, attributes, and appropriate job abilities.

  • Mentoring: Mentoring is a dynamic interaction between more experienced and junior employees that promotes professional growth.

  • Performance review: A performance review, also known as a performance evaluation, is done by the employee's supervisor to offer performance feedback to the employee. Peers and other line managers also participate in assessment feedback, which is not restricted to supervisors.

  • 360-degree assessments: They involve a supervisor and other persons familiar with the employee's job performance.

  • Job knowledge assessments: These tests are helpful for both external and internal applicants since they examine a person's knowledge, cognitive capacity, and willingness to learn and help anticipate which employees would perform the best in an open position.

  • Assessment centre: This is a way of assessing job candidates' knowledge, skills, talents, and competencies by putting them through a series of simulations and activities that simulate the usual problems of the position they are applying for.