Internal assessment is an evaluation method that assesses employees from within a company as they progress from job to job through promotion and transfer systems (Phillips & Gully, 2015). Some internal review methods commonly used include:

The nine box matrix which is a simple assessment tool that measures the past performance of an employee as well as their potential (Phillips & Gully, 2015). In addition to evaluating the employees, this method also helps the organization comprehend the general strength of the workforce. The Nine Box matrix is effective due to its simplicity and the ease with which the managers can use it. It is also cost effective.

Performance appraisals the systematic assessment of an employee’s performance so as to be aware of the growth and development abilities an employee has. One significant role of this method of evaluation is to help the management within an organization outline promotion programs for those employees who have proven to be efficient. This role makes this method a very practical assessment method.

Skill inventories are the activities that one can do well. Supervisors within an organization methodically record the most recent skills that the employees acquire in the database.

Some internal assessment methods are not very useful. One of them is peer assessment where the employees rank and rate one another. Its advantage is that the workers know each other, and they may hence give first-hand information (Phillips & Gully, 2015). However, this method is not very efficient since the criteria put into use is not clear. Self-evaluation is another method where job applicants evaluate their skills to establish the probability of a promotion. The employee may be dishonest about the information they give hence rendering the process ineffective.

Managerial sponsorships are an internal assessment method that is less