Make a Personnel/ Management replacement chart (hypothetical example) showing the development needs of potential future managers/ divisional heads/ CEO or any other position in an organization. Please mention which candidate is most suitable for the promotion and who is the least suited for it. Also briefly explain that chart. The chart should be different but same as in fig 5.3 attached. (SUBJECT:HUMAN RESOURCE MANAGEMENT)

personnel replacement charts Company records showing present performance and promotability of inside candidates for the most important positions Department managers or owners of smaller firms can use manual devices to track employee qualifications (or will simply know who can do what). For example, you can create your own personnel skills inventory and development record form. For each current employee, list the person's skills, education, company-sponsored courses taken, career and development interests, languages, desired assignments, and other relevant experiences. Computerized versions of skills inventory systems are also available.13 Personnel replacement charts (Figure 5-3) are another option, particularly for the firm's top positions. They show the present performance and promotability for each position's potential replacement. As an alternative, with a position replace- ment card you create a card for each position, showing possible replacements as well as their present performance, promotion potential, and training. position replacement card A card prepared for each position in a company to show possible eplacement candidates and their qualifications Division Vice President FIGURE 5-3 Personnel or Management Replacement Chart Showing Development Needs of potential Future Divisional Vice Presidents Vice President Production Jones, D. Required development: None recommended Vice President Sales Able, Vice President Finance Smith, B. Required development: None recommended Required development: Job rotation into finance and production Executive development course in strategic planning In-house development center-2 weeks PRESENT PERFORMANCE Outstanding Satisfactory Needs improvement A PROMOTION POTENTIAL Ready now Needs further training Questionable