Human Resource Management | HR Staffing | Internal assessment goals and methods

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HR Staffing | Internal assessment goals and methods

Internal assessment implies the identification and evaluation of a firm’s current employees for the purposes of re-assignment, training, promotion or dismissal purposes. The evaluation also include on which employee’s skills are needed to execute their business strategies and assessing their staff to identify if their skills match the objectives of the business requirements. If this exercise is done periodically the exercise of internal assessment improves the company’s workforce and their capabilities are better aligned with the business strategy.

Internal Assessment Goals

The goals of an internal assessment exercise are to determine the best fit with the requirements of the other jobs in the company. When an employee desires to take up tasks in higher positions, he/she is evaluated against the company’s values and requirements for the position compared to other applicants. A company while preparing for future business needs to plan and prepare the current staff for the future requirements. The goals for this exercise include,

Evaluating the fit of employees for other jobs
Improving the company’s strategic capabilities
Collecting information for restructuring or downsizing decisions
Rationalizing and optimizing the current employees for fit
Increasing the company’s ROI and investments made with staffing\
Leveraging positive stakeholder reactions
Supporting the HR strategy and talent philosophy
Reinforcing the employer image
Identifying staff development needs
Legal compliance

Methods of Internal Assessment

Internal candidates or employees are assessed by the same methods that are used for assessing external candidates. Recruiters have an advantage since the employee is already working and his/her data is readily available. Employees can also be assessed by an external recruiter, but other performance review methods conducted by supervisors are equally effective and less expensive.

Skills inventory: This is also called the skills database and this allows a company to maintain a list outlining which employees have what type of skills, characteristics and relevant job competencies.
Mentoring: Mentoring is a dynamic relationship between a more experienced employee and a junior employee aimed at promoting career development for both of them.
Performance review: This is also called performance appraisal and this is conducted by the employee’s supervisor to provide performance feedback to the employee. The appraisal feedback is not limited to the supervisors only, peers and other line managers are also involved in feedback.
Multisource assessments: This is sometimes also called 360-degree assessments and involves and supervisor as well as other people familiar with the employee’s job performance.
Job knowledge tests: These tests are effective for external candidates and as well as for internal assessment because these are used to measure a person’s knowledge, cognitive ability, motivation to learn and help to predict which employees will perform the best in an open position.
Assessment center: This is a method to measure the job candidate’s knowledge, skills, abilities and competencies by putting them though a series of simulations and exercises that reflect the typical challenges of the job they are applying for.