BARRIERS IN IMPLEMENTING SUCCESSION PLANNING AT MCB BANK

A CASE STUDY OF EAST CIRCLE KARACHI

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

Barriers in Succession

Planning

Top Mgmt Commitment

Manager’s Intention

Pool Of Potential Candidates

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