BARRIERS IN IMPLEMENTING SUCCESSION PLANNING AT MCB BANK A CASE STUDY OF EAST CIRCLE KARACHI

SUBMITTEDTO Mr.RajaAsifManzoor SUBMITTEDBY ASIFULLAH 1021108 ARSHADKHA 102110! AMI A "ERRASHID 1021102 KAMRA AHMED 1021120 OSAMAKHA 10211#0 $EESHA SIDDI%UI 10211&&

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 !uccession "lanning# The two other organi$ation were also the part of the stud% in this project Ha&i& Metropolitan Ban' and !tandard Chartered Ban'( having the same pro&lem in past. )e divided this project into five phases

Phase I

CURRENT H.R ISSUE AT MCB EAST CIRCLE KARACHI

The succession planning were not implemented trul% at MCB Circle Karachi There were certain o&stacles in implementing the succession planning at MCB East Circle Karachi. East

NOW HOW WE CAN SAY THAT

S'(()ssion*+annin,

Phase II

LITERATURE REVIEW
!uccession planning can &e chec' &% &ench strength anal%sis( "ipeline *tili$ation( Retention of HI"+ High potential leaders( Rate of e,ternal v. internal hires -r. .ohn !ullivan suggested the most common techni/ue to measure the succession planning is rate emplo%ees0 turnover. The turn over of the top performer at an% management level should &e close to $ero. 1enerall%( organi$ations 'eep replacement rate up to 234 for top management and 564 for middle and lower management 7iterature review also suggested the three &ig o&stacles in implementing the succession planning.

-O -E*TUALFRAME"ORK

Phase III

TWO ORGANI'ATIONS MANAGING THE SAME ISSUE

Habib Met !"!#ita$ Ba$% Sta$&a & Cha te e& Ba$%

HOW THEY OVERCOME THOSE OBSTACLES

Top Management Commitment Reali$e the importance succession planning in organi$ation. !how &enefits of succession planning -eclare that it can not &e implemented in organi$ation with full Commitment from them. "ool of "otential Candidate 8ssessing needs Identif% potential candidate developed replacement charts Identif%ing career paths Talent drain Managers0 Intention Counseling -eveloping Managers &% training -emolish the m%th of Crowned "rince !%ndrome !how career path to managers as well

MODEL OF TWO ORGANI'ATIONS MANAGING THE SAME ISSUE

In Ha&i& Metropolitan Ban'( the% follow the model of !uccession planning &% position 9 Management -riven#.

In !tandard Chartered Ban'( the% follow the model of Creating succession planning pools#.

Phase IV

OUR INVESTIGATION

The o&stacles of MCB East Circle Karachi( H.M.B and !.C.B were same. The solution of the o&stacles were also same. )e recommend them to use the Creating !uccession "lanning "ools# model for succession planning

Phase V

HOW TO IMPLEMENT THIS MODEL AT MCB(S HR

Identif% the high potential candidate 1ive e,tra attention to the individual 8s' HR dept. to ma'e fast trac'# program for individual
development plan 1ive training to individual at an% re/uired area.