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Mckinsey 7S Framework

This document discusses applying the McKinsey 7S model to a police department. It analyzes the department's strategy, structure, shared values, style, staff, skills, and systems. Specifically, it recommends allocating human resources based on capabilities, setting performance goals aligned with objectives, and offering rewards based on merit. It also provides suggestions for the ranks of Police Lieutenant Colonel and Police Chief Master Sergeant within the department structure. Overall, the 7S framework is used to evaluate how the department's soft elements intersect and how they can be improved.

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mike pinagpala
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367 views3 pages

Mckinsey 7S Framework

This document discusses applying the McKinsey 7S model to a police department. It analyzes the department's strategy, structure, shared values, style, staff, skills, and systems. Specifically, it recommends allocating human resources based on capabilities, setting performance goals aligned with objectives, and offering rewards based on merit. It also provides suggestions for the ranks of Police Lieutenant Colonel and Police Chief Master Sergeant within the department structure. Overall, the 7S framework is used to evaluate how the department's soft elements intersect and how they can be improved.

Uploaded by

mike pinagpala
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as ODT, PDF, TXT or read online on Scribd
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PCPT ERWIN A PANCHO March 30,

2019
PSOAC CL 2019-04
DEPUTY CHIEF, DOPD NPD
SUBJECT: Application of MCKINSEY 7S Model
PROFESSOR: MARLON P. TUIZA, LPT, DPA

SHARED
STRATEGY STRUCTURE SYSTEMS STYLE STAFF SKILLS
VALUES
 Allocate human resources in  PCO: Must be  Relevant trainings,  Professionalism  People-oriented  All officers  Computer proficient
accordance with their capabilities Police workshop,  Leadership  Result-oriented and staff particularly in MS
 Apportion financial resources in Lieutenant to seminars  Integrity  Minimum members word, excel,
accordance with the necessity or Police  Career development,  Commitment to supervision and must have powerpoint
requirement of work objectives Lieutenant such as, lateral entry work has initiatives on relevant  Advance in verbal
 Set performance in accordance Colonel and post graduate  Adaptability the demands of trainings/skill and written
with PNP objectives, such as, GOs studies (masteral, law)  Equality and the work or at least the communication
and patrol plan  PNCO: At least Fairness  Work with team but minimum  Analytic skill, such
 All tasks must be guided by the Police Chief can also work qualification to as critical thinking,
acronym: SMART (Specific, Master Sergeant independently attend to the or information
Measurable, Attainable, Realistic, with other depending on the demand of the analysis, research,
Time-bound) PNCOs w/ a assigned task work and problem solving
 Rewards, like minimum rank of  Inter/intrapersonal
commendation/awards based on Police Corporal skill needed in the
merit supervision or
collaboration of
team members

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