mcb bank barriers in implementing succession planning
DESCRIPTION
MCB BANK Barriers In Implementing Succession PlanningTRANSCRIPT
BARRIERS IN IMPLEMENTING SUCCESSION PLANNING AT MCB BANK
A CASE STUDY OF EAST CIRCLE KARACHI
SUBMITTED TO
Mr. Raja Asif Manzoor
SUBMITTED BY
ASIFULLAH 1021108
ARSHAD KHAN 1021106
AMIN ANWER RASHID 1021102
KAMRAN AHMED 1021120
OSAMA KHAN 1021130
ZEESHAN SIDDIQUI 1021144
INTRODUCTION
•This project was done on Investigating the current H.R issue
•The targeted area was MCB East Circle Karachi
•The dilemma was found in HR of MCB East Circle Karachi was “Barriers in implementing Succession Planning”
•The two other organization were also the part of the study in this project
•Habib Metropolitan Bank and Standard Chartered Bank, having the same problem in past.
•We divided this project into five phases
Phase I
The succession planning were not implemented truly at MCB East Circle Karachi
There were certain obstacles in implementing the succession planning at MCB East Circle Karachi.
NOW HOW WE CAN SAY THAT
CURRENT H.R ISSUE AT MCB EAST CIRCLE KARACHI
Succession Planning
Phase II
Succession planning can be check by bench strength analysis, Pipeline Utilization, Retention of HIPO High potential leaders, Rate of external v. internal hires
Dr. John Sullivan suggested the most common technique to measure the succession planning is rate employees’ turnover.
The turn over of the top performer at any management level should be close to zero.
Generally, organizations keep replacement rate up to 10% for top management and 25% for middle and lower management
Literature review also suggested the three big obstacles in implementing the succession planning.
LITERATURE REVIEW
CONCEPTUAL FRAMEWORK
Phase III
Habib Metropolitan Bank
Standard Chartered Bank
TWO ORGANIZATIONS MANAGING THE SAME ISSUE
Top Management Commitment
Realize the importance succession planning in organization.Show benefits of succession planning Declare that it can not be implemented in organization with full Commitment from them.
Pool of Potential Candidate
Assessing needsIdentify potential candidate developed replacement chartsIdentifying career paths Talent drain
Managers’ Intention
CounselingDeveloping Managers by trainingDemolish the myth of Crowned Prince SyndromeShow career path to managers as well
HOW THEY OVERCOME THOSE OBSTACLES
In Habib Metropolitan Bank, they follow the model of “Succession planning by position - Management Driven”.
In Standard Chartered Bank, they follow the model of “Creating succession planning pools”.
MODEL OF TWO ORGANIZATIONS MANAGING THE SAME ISSUE
Phase IV
The obstacles of MCB East Circle Karachi, H.M.B and S.C.B were same.
The solution of the obstacles were also same.
We recommend them to use the “Creating Succession Planning Pools” model for succession planning
OUR INVESTIGATION
Phase V
Identify the high potential candidate
Give extra attention to the individual
Ask HR dept. to make “fast track” program for individual development plan
Give training to individual at any required area.
HOW TO IMPLEMENT THIS MODEL AT MCB’S HR