• Individual employee demographics

• Individual employee demographics (age, length of service in the
organization, time in present job)
• Individual career progression (jobs held, time in each job, education and
training levels, promotions or other job changes, pay rates)
• Individual performance data (work accomplishment, growth in skills,
working relationships)
All the details on an individual employee’s skills that go into a databank may
affect that person’s career. Therefore, the data and their use must meet the same
standards of job-relatedness and nondiscrimination as those met when the
employee was initially hired. Furthermore, security measures must ensure that
sensitive information is available only to those who have a specific use for it.
Managers and HR staff members can gather data on individual employees
and aggregate details into a profile of the current organizational workforce.
This profile may reveal many of the current strengths and deficiencies of
people in the organization. For instance, a skills mismatch may be identified in
which some workers are either overqualified or underqualified for their jobs.10
The profile also may highlight potential future problems. For example, if some
specialized expertise, such as advanced technical skills, is absent in many
workers, the organization may find it difficult to take advantage of its changing
technological developments; or if a large group of experienced employees
are all in the same age bracket, their eventual retirements about the same time
might lead to future “gaps” in the organization