Gianfranco Chimirri

𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗵𝗶𝗿𝗲𝘀 𝗮𝗿𝗲 𝟲𝟭% 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗯𝗲 𝗹𝗮𝗶𝗱 𝗼𝗳𝗳 𝗼𝗿 𝗳𝗶𝗿𝗲𝗱 𝘁𝗵𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗵𝗶𝗿𝗲𝘀? 🤯 Investing in a strong succession management plan isn't just about continuity. It's a smart business decision. http://aihr.ac/45a35Wb 👈 Our new article outlines the 1️⃣1️⃣ key steps to building a 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗽𝗹𝗮𝗻 that leverages your internal talent pool and minimizes disruption. Learn how to identify high-potential employees, develop a culture of knowledge-sharing, and adopt a data-driven approach to succession. 📊 What data metrics do you use to measure the effectiveness of your succession efforts? Share your insights below! 👇 Don't forget to save this post and tag your team to start the conversation! 👥

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𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗰𝘁𝗶𝗻𝗴 𝘁𝗼 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝗶𝘀𝘀𝘂𝗲𝘀 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗺? 😬 Without the right data, it's impossible to see the full picture and address the root causes. http://aihr.ac/4mrX50C ← This guide provides a clear roadmap to measuring employee relations effectively. We've compiled 𝟭𝟭 𝗸𝗲𝘆 𝗺𝗲𝘁𝗿𝗶𝗰𝘀 that help you move from reactive problem-solving to proactive, strategic decision-making. You'll discover how to track: ⭐ Employee turnover and its root causes. ✅ The effectiveness of your DEIB initiatives. 💡 The impact of manager-employee relationships. 📊 The key indicators of workplace culture and health. 💬 What's the biggest employee relations challenge you're hoping to solve with data? Save this guide as your go-to resource and tag your HR team to align on a proactive strategy! 🤝

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You can’t deliver ESG without HR. From pay equity to sustainable workplaces, HR holds the power to influence every aspect of ESG. The challenge? Many 𝗛𝗥 𝘁𝗲𝗮𝗺𝘀 𝗮𝗿𝗲𝗻’𝘁 𝘀𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝘁𝗼 𝘀𝘁𝗮𝗿𝘁. 📊 Dive into this guide for clear, actionable insights: https://aihr.ac/3I643tN Inside you’ll find: • What ESG really means for HR (with real-world examples) • 2 ways to integrate ESG into your people strategy • 4 actions for HR to lead the ESG agenda 💬 Is your HR team already driving ESG impact, or is it still on the to-do list?

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Competency Models & Succession Planning: What the Evidence Really Shows! (Source: Global HR Cheat Sheet) 🔍 Many bold claims circulate about succession planning and competency frameworks. Here are the facts we can stand on with confidence: 1. High Performer ≠ High Potential Gartner/CEB research shows that only 1 in 7 high performers are true high potentials. CEB also found 71% of high performers lack the capability, motivation, or engagement to advance. 👉 Misidentifying these groups weakens leadership pipelines. 2. Bench Strength Is Alarmingly Low DDI’s Global Leadership Forecast: only 11% of HR leaders say they have strong leadership benches. Korn Ferry: fewer than 25% of organizations have a “ready-now” pipeline for critical roles, and only 1/3 are satisfied with succession outcomes. 👉 Leadership pipelines are thinner than ever. 3. The Cost of Succession Failure Harvard Business Review estimates that poorly managed CEO/C-suite transitions destroy ~$1 trillion in market value annually across the S&P1500. Russell Reynolds: 13.1% of new CEOs leave within 3 years (rising to 17.2% for external hires). 👉 The financial and strategic risks are enormous. 4. Future-Fit Competencies Are Changing Fast World Economic Forum (2023): Top skills for 2023–2027: Analytical Thinking, Creative Thinking, Technology Literacy. 75% of companies expect to adopt AI; workforce churn projected at 23% by 2027. 👉 Succession planning must anticipate not just leadership but emerging skill demands. 5. Integration Is Key Evidence from DDI and Korn Ferry confirms: without embedding competency models into recruitment, L&D, performance, and succession, readiness collapses. 👉 Competency frameworks are not optional—they are the operating system for future-ready succession. ✅ Final Takeaway Succession planning without a competency framework is like navigating without coordinates. It risks mistaking today’s top performers for tomorrow’s leaders. It ignores the rapid shift toward AI, ESG, and digital competencies. And it leaves companies exposed to costly leadership failures. _______________________ 📌 We’ve curated a C-Suite Competency Framework Documents — built for HR leaders and organizations looking to design future-ready leadership models. This resource is tailored for executive roles across industries: CEO, COO, CTO, CIO, CMO, CFO, CHRO. It helps HR teams create a structured competency framework that aligns succession planning with business strategy. 👉 Simply drop a “Yes” below to receive your copy and start shaping the competency blueprint for your company’s most critical roles.

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AI is transforming HR at unprecedented speed, automating processes from hiring to performance management. The real challenge for leaders is not whether to adopt these tools, but how to balance efficiency with trust, ethics and long-term value for people and organizations.

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How much do you trust the HR data guiding your decisions? Even the best dashboards can fall short when the data behind them is inconsistent or incomplete. Without clear ownership and standards, HR insights lose credibility and momentum. McLean & Company’s "Establish Data Governance for HR" guide outlines how to stabilize data quality, define governance roles, and build long-term accountability so HR can make decisions with confidence. ✴️ Access the full guide here: 🔗 https://lnkd.in/g8K6MJnh #chro #hr #hranalytics

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