The consultancy firm, McKinsey & Company, developed the 7S model as a tool for their business clients, and it has become a staple of organizational assessment. The model is a practical tool that can be used to understand and evaluate the performance of an organization in 7 critical areas:
Strategy
Structure
Systems
Style
Staff
Skills
Shared Values
In this assignment, you will examine 5 of these areas at your organization: Strategy, Style, Staff, Skills, and Shared Values. All these performance areas directly affect your workforce strategy. Workforce planning is critical to distribute talent across an organization and to identify needed competencies and personnel, both for the short term and for the long term. It is also a valuable tool for leaders seeking ways to address challenges due to changes in the workplace environment and employee expectations.
Instructions
Using your current workplace, or an organization with which you are familiar, write a short report of 3 to 5 pages. Use this format: a short introduction, explaining the purpose of the report; a section for each assessment area, using the prompts below; and a conclusion that briefly summarizes your findings. Each section in the body of the report addresses one of the 5 assessment areas, as indicated below.
Use the prompts provided below as a guide for the five sections in the body of your report:
Strategy – this must align with your organization’s mission, vision and goals.
Briefly describe the business strategy of your organization
How well is your workforce strategy aligned with your organization’s business strategy?
How has your workforce strategy changed with the increase in remote and hybrid work?
Style – this relates to the type of leadership that is customary at your organization.
What is the prevailing leadership style of your organization (e.g., participative, autocratic, collaborative)?
Is it the appropriate style for the challenges of today’s workplace? Why or why not?
Staff – the staffing numbers are driven by the budget.
Does your organization have the numbers and type of employees needed to execute its current strategy?
If not, is there a plan in place to address the shortfall?
Skills – these are the competencies needed to execute the work and fulfill the strategy.
Does the leadership understand the competency requirements across your organization?
Are the required competencies represented by your organization’s current staff?
Shared Values – these are the norms of behavior and self-management valued at your organization.
Do the people in your workforce understand the norms of behavior your organization endorses and expects?
How are the shared values in your workforce being impacted by the shift to more employees working remotely or with a hybrid schedule?
Full Answer Section
Alignment with Workforce Strategy: Our workforce strategy actively supports these goals through initiatives like [mention relevant talent acquisition programs, training initiatives, or performance management practices]. However, [potential areas for improvement in alignment, e.g., skills gap in emerging technologies].
Remote/Hybrid Work Impact: We've adapted our workforce strategy by [detailing changes made to accommodate remote/hybrid work, e.g., flexible scheduling, virtual tools implementation]. This has fostered [positive outcomes like increased accessibility and employee engagement] but also brought challenges [e.g., communication barriers, culture building in a dispersed environment].
2. Style:
Leadership Style: Our leadership leans towards [dominant style, e.g., collaborative, data-driven]. This fosters [resulting organizational strengths, e.g., open communication, informed decision-making]. However, it occasionally struggles with [potential downsides, e.g., slow consensus building].
Challenges of Today's Workplace: While our style encourages engagement and innovation, adapting to rapid changes and fostering accountability in a remote/hybrid environment requires [considerations for potential adjustments, e.g., stronger remote performance management frameworks, empowering self-directed teams].
3. Staff:
Numbers and Types: We currently have [staffing numbers and diverse representation]. However, we face [challenges regarding staffing sufficiency or gaps in specific skillsets].
Addressing Shortfall: To address these gaps, we are [outlined recruitment strategies, upskilling/reskilling programs, or partnerships with external talent sources]. These initiatives aim to achieve [desired staffing outcomes, e.g., filling key positions, building a more diverse workforce].
4. Skills:
Leadership Understanding: Our leadership recognizes the importance of specific skills across various departments, focusing on [highlight key competency areas or initiatives].
Represented Skills: While we possess many required skills, there are gaps in [areas needing skill development, e.g., technological expertise, data analysis, digital marketing]. We are addressing these through [skills development programs, external training opportunities, or internal knowledge sharing initiatives].
5. Shared Values:
Norms of Behavior: We emphasize values like [list core values, e.g., respect, collaboration, integrity]. These are communicated through [channels for dissemination, e.g., code of conduct, company handbook].
Remote/Hybrid Work Impact: The shift to remote work has necessitated [adaptations to maintain shared values, e.g., virtual team-building activities, online cultural events]. However, concerns arise about [potential challenges like eroding social connections, ensuring inclusivity in a dispersed environment].
Conclusion:
Our workforce strategy exhibits strengths in alignment with organizational goals, leadership style, and staff acquisition. However, skills gaps, adapting to remote work, and ensuring shared values remain areas demanding continuous attention. By addressing these challenges through targeted initiatives and ongoing adjustments, we can build a resilient and future-proofed workforce that thrives in today's dynamic landscape.