3. It includes both an organizational history of the employee and cues on how she
might be used in the future. It can include details like :
• Age,
• Year of Employment,
• Present Position,
• Duration of current Posting,
• Performance Ratings,
• Strengths and Weaknesses,
• Positions to which the employee can be moved,
• By when would she be able to take the new role,
• What new training and development required for the same.
4. Merits
• It shows the future internal supply of managers by indicating who is
likely to be promoted in a year.
• Managers who are ready for promotion can be easily identified.
• Managers who do not perform satisfactorily can be identified, and the
need for training or replacement is needed.
5. Demerits
• Creating the chart is time consuming and needs a lot of effort.
• Top level managers are wary of losing to competent subordinates of
other organizational units.
• They will also be hesitant of grooming the subordinates as there is a
chance of him moving elsewhere.
