Internal Assessment : External Assessment

Organizations complete an application addressing all the criteria items, and expert quality examiners who provide feedback to the organization evaluate application. The assessment is designed to identify strengths and opportunities for improvement that enable an organization to grow to performance excellence. The majority of applicants complete the application in order to obtain the expert feedback from Malcom Baldrige trained examiners and to use this feedback for organization improvement.

An internal analysis’ purpose is very similar to that of an external analysis. Both are essentially developed to assist an organization build a successful strategy. Where they differ is that the external analysis focuses on the influential external elements; an internal analysis focuses on the internal forces. An internal analysis can unquestionably assist an organization drive up the profits aligning with internal matters. First, it is important to recognize what an internal analysis entails. In the course of this paper we will be looking into the key components that comprise this analysis. These components are StilSim’s value-chain, resources, core competencies, stakeholders, and finally their mission and vision.

Strength: They are the internal part of the business. It describes positive attributes, tangible or intangible. It includes positive attributes such as knowledge, background, education, network, reputation

The key concepts of internal quality assurance of assessment can be described as the way a centre

The function of assessment in learning and development is primarily to provide a measurable barometer for the students progress.

As assessment is usually conducted at two phases in any project. (Burt, 2005) First it is conducted to

The types of assessment records which would be used to meet organizational and external requirements

Explain the purpose and benefits of letting other people know work plans need to be changed

Strengths and weaknesses come from the internal environment of the firm. Strengths can be exploited, built upon and made key to accomplishment of mission and objectives. Strengths reflect past accomplishments in production, financial, marketing and human resource management. Weaknesses are internal characteristics that have the potential to limit accomplishment of mission and objectives. Weaknesses may be so important that they need to be addressed before any further strategic planning steps are taken. A basic determination of a firm's relative strengths and weaknesses is often the first step in the internal evaluation. A hidden benefit in internal evaluations is the opportunity for participants to understand how their jobs, departments, and divisions fit into the whole organization. A manager's forced communications that occur across departmental lines produces an additional benefit in improving communication within the organization.

As assessors we all have to attend a standardisation to ensure that we are all assessing and judging work to the same standards. This is also makes sure we are making fair and consistent decisions and using the most relevant assessment methods as well as abiding by the relevant guidance and regulations set by the awarding institution. The standardisation

You should make sure that all your records are legible, and keep them confidential unless you have permission otherwise.

Pupils learning and progress needs to be measured against objectives using ongoing assessment methods. Formative assessment methods are ongoing, they are used to check progress continually during learning . These techniques include using open ended questions which encourage pupils to think for themselves and use their own ideas rather than being influenced too much or led by the adult. Observing pupils is a formative assessment method which allows us to gather lots of knowledge about how pupils are progressing. It reveals how they work, interact with others, preferences, strengths, weaknesses etc over a period of time. Observations can be informal and take place on an ongoing regular basis or can be formal direct observations. Listening to pupils describe their work and reasoning, to hear about pupils understanding

If I was the case manager I would evaluate the effectiveness of the assessment strategies presented in this article by using the evidence base methods presented in this study on the same individual multiple times. This will allow me to see if the individual’s severity of CP is within the same measure each time. For example, I would conduct interviews monthly for three months. I would do this before interventions have taken place to see if the CP severity is the within the same perimeters each time. I would also assess individuals of the same sex, age, and grade level, and that tends to demonstrate the same behavior. This way I will be able to determine if the severity of conduct problems were only successful on certain norms, or if it was successful

Formal assessments are then followed up and reviewed allowing progress to be evaluated. When formally assessing performance, this is done through annual appraisals, monthly/quarterly goals, audits etc. The outcomes are quantitative results/data which supports conclusions and are easily read. Informal assessments are more casual and are more difficult to measure as they can be through word of mouth, observations, peer and self evaluation and are not recorded and checked. When informally assessing performance we may look more at frequent reactions to how daily tasks are handled or through informal discussions. The

These factors influence the internal environment of an organisation and they help in identifying the past and the present of the company, It also provides a frame work for reviewing strategy position and direction of the company.