Download - 7S Template
-
8/3/2019 7S Template
1/12
Brady Mexico (Tijuana)
March, 2010
-
8/3/2019 7S Template
2/12
-
8/3/2019 7S Template
3/12
Major Functional Challenges
Major Functional Challenges Functional Organizational Implications
-
8/3/2019 7S Template
4/12
Enabling Business StrategyFunctional Organizational Implications
Strategy / Improvement Initiatives Structure
Systems &
Processes Staff Skills
#1 List improvement initiative #1
#2 List improvement initiative #2
#3 List improvement initiative #3
Each initiative should have a color code relative to Structure, Systems&Processes, Staff, and Skills
Actions (for areas marked "Red")
#3 Structure: List improvement action(s) for systems and processes marked red.
#1 Systems: List improvement action(s) for systems and processes marked red.
#1 Staff : List improvement action(s) for staff marked red.
-
8/3/2019 7S Template
5/12
Current Organization Chart Salaried Employees
Need current org. chart for your organization include allyour direct reports and key leaders
-
8/3/2019 7S Template
6/12
Proposed Organization Chart for your Function
Org chart should reflect any planned changes.
-
8/3/2019 7S Template
7/12
The Leadership MachineMichael M Lombardo and Robert W Eichinger. Copyright 2001-2006 Lominger International: A Korn/Ferry Company. All Rights Reserved
6- Highest Performer, Low est Potential - 10% 3- Highest Performer, Middle Potential - 30% 1- Highest Performer, Highest Potential - 20%
[List Names] [List Names] [List Names]
7- Middle Performer, Lowest Potential - 35% 4- Middle Performer, Middle Potential - 30% 2- Middle Performer, Highest Potential - 20%
[List Names] [List Names] [List Names]
9- Lowest Performer, Lowest Potential - 5% 8- Lowest Performer, Middle Potential - 35% 5- Lowest Performer, Highest Potential - 30%
[List Names] [List Names] [List Names]
Potential = Aspiration + Engagement (Engagement = High Discretionary Effort)
Lower Potential Higher Potential
POTENTIAL
PER
FORMANCE
MoreEffective
LessEffective
In
cludeallsalariedemplo
yees
-
8/3/2019 7S Template
8/12
Levels 2 & 3 Succession Chart
T.I.P Pot.
T.I.P Pot. T.I.P Pot. T.I.P Pot.
1.5 yrs
T.I.P Pot. T.I.P Pot. T.I.P Pot.
T.I.P Pot. T.I.P Pot. T.I.P Pot.
1
Chart Summary
# of # Ready # Ready
Level Positions Now 2-3 yrs.
2 1 1
3 7 1 1
Ready Now 2-3 years
Your Title
Perf.
Ready Now 2-3 years
External External
Ready Now 2-3 years Ready Now 2-3 years
Perf. Perf. Perf.
Your Indirect Reports Your Indirect Reports Your Indirect Reports
Title Title
Ready Now 2-3 yearsReady Now 2-3 years Ready Now 2-3 years
Perf. Perf. Perf.
Your Direct Reports Your Direct Reports Your Direct Reports
Your Direct Reports
Vacant
Perf.
External External
Ready NowReady Now 2-3 years 2-3 years
Your Direct Reports
Perf.
Your Direct Reports
Perf.
Ready Now 2-3 years
External
Level2
Level3
-
8/3/2019 7S Template
9/12
Planned Status
Action Item Dates Update
Insert action items
Insert action items
Insert action items
Owner
-
8/3/2019 7S Template
10/12
Function: Your Function
Review Date: Date
Planned Status
Action Item Dates UpdateInsert Key Development Act ions fo r your
Reports / Intedirect R eports
Insert Key Development Act ions fo r your
Reports / Intedirect R eports
Insert Key Development Act ions fo r your
Reports / Intedirect R eports
Talent Review Action Register
Owner
HR Leader: HalfertyOwner: Your Name
-
8/3/2019 7S Template
11/12
Career Profiles
TIJUANA
-
8/3/2019 7S Template
12/12
Career Profile 2010
Employee Name
Basic Information
Name Direct Manager Matrix Manager
Title Date of Hire Location
BU/Function Level Job
Education:
1. [insert degree/school/grad. Date] 2. [insert degree/school/grad. Date]
Experience:
1.
2.
3.
Development Actions:
1.
2.
3.
Aspirations/Preparedness:
Career Goal
Willing to Relocate
Last 3 Performance Ratings
1. 2.
3.
Experience Based Career Plan:
Potential Timing
Next Job (Developmental) best option
Next Job (Developmental) 2nd option
Ultimate Potential
Summary Assessment:
Strengths / Positive Impact
Challenges to Overcome
Potential Successors Readiness
1.
2.
3.
Managers Summary Comments: