Section Threetasks and employees’ characteristics and capabilities to perform
these tasks, are combined in a document called a talent bank,
which is similar to a replacement chart. Self-assessments,
instruments administered by the human resource staff,
information from the talent bank, and assessment center data
are used to guide the training and developmental efforts
needed to prepare employees for future and current needs. An
interesting side benefit of the company’s system is that career
paths have become better understood and the company now
does a better job in career counseling.^46
Emerson Electric provides a good example of replacement
planning for managers. The company, which has had 165
consecutive quarters of growth in its net income, has 117,000
employees in 60 divisions. While this example is displayed in
physical format, it could be easily computerized. The example
also indicates the confidentiality with which such information is
treated and the security measures that are applied to the end
result of the process.^47
If there is an Exhibit A for Mr. Knight’s [the CEO]
management style, it is the “Organization Room,”
an unmarked chamber at Emerson’s headquarters
to which only a few people have a key. On the
walls, floor to ceiling, are 1,400 2by 4-inch
refrigerator magnets, one for every manager at