Littal Shemer Haim

People Analytics, HR Data Strategy, Organizational Research – Consultant, Mentor, Speaker, Influencer

My opinions about the Ethics of People Analytics and AI

For a retrospective review, and hopefully, for our continuous conversation, here’s a collection of my opinions about Ethics, People Analytics, and Artificial Intelligence.
Photography by Littal Shemer Haim ©
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Since 2016, I’ve been sharing in this blog many kinds of content that aimed to push the People Analytics profession forwards. I published interviews with colleagues and clients; I covered conferences and events; I updated my famous list of books and explores tech solutions; But most of all, this blog is my channel to express my opinions, which sometimes are a little ahead of their time. For a retrospective review, and hopefully, for our continuous conversation, here’s a collection of my opinions about Ethics, People Analytics, and Artificial Intelligence. Stay tuned! So much more to come in 2021! (Updated on January 20th, 2021, Total resources: 5)

AI for HR – Five themes that you must understand (2)

(June 2020) In part 1 of this article, I called HR leaders to start the journey to AI by understanding five themes: What AI is – or isn’t? How accurate is AI? Why AI prone to bias? How should people react to AI? How legal frameworks deal with AI? In this part of the article, I discuss the last two themes. To maintain the relations between employers and employees, the HR sector should be aware of restrictions and regulations, keep close contact with legal departments, and other professionals, such as CIOs and data security teams, and keep exploring how other organizations implemented AI successfully and concerning the legal aspect too. Read More

AI for HR – Five themes that you must understand (1)

(January 2020) Implementing Artificial Intelligence (AI) in the workplace offers interesting opportunities to increase results and impact for various stakeholders. However, it also introduces ethical challenges. I find HR practitioners still lagging in their understanding of this domain, though their role in this field, as I see it, is crucial. Therefore, I dedicated a significant portion of my talks and training programs in the last year to close this gap (without Math and Coding, so don’t worry!). In particular, I discussed concepts and topics that, on my opinion, enable a better consideration of AI solutions in the workplace in a more informed way. Read More

New Roles of HR Leader in The 4th Industrial Revolution

(June 2019) HR departments practice People Analytics to help business leaders to improve performance and growth through insights from people’s data. But what’s beyond People Analytics? How HR leaders should be prepared for the fourth industrial revolution? 1) AI changes everything. We have new responsibilities. 2) New learning path. New employer rating. 3) New skills. HR people are not there yet. Read More

Will People Analysts always be human?

(May 2018, based on my Lecture at the HR & People Analytics Forum Budapest. See list of Public Speaking) We heard the words that every speaker emphasized in this conference: measures, KPIs, metrics, models, predictions, insights. And of course, People Analytics. These are important words. They are all related to our practices today. We have to measure, keep track of our KPIs, use advanced analytics to get business insights. We all do or intend to do, People Analytics. But will our practices last, facing the rapid change in technology? How will our jobs as People Analysts will change in the future? Will People Analytics remain a job for humans? And if it will, what will we – humans do, when machines can do analytics much better than us? Read More

Employee in the big data era: Will you let robots determine your future at work?

(October 2017, A version of this article was published in TLNT magazine) Think about data that you share at work, in the most personal sense. You share with your employer, and sometimes with potential employers, so many aspects of your life: details about your professional path, your personal status, health care, social-economics, legal and geographical background. You also agree to share information about what you do in different times and places, who you meet, what information you consume, and so on. Moreover, you leave your digital footprints on the web, social networks, and different apps, where data reveals to employers a lot about you. Did you ever consider how data might affect you at work? How does your employer actually use the data about you, and how technology enables it? What is allowed to do with your data, and what is considered crossing a red line, in terms of ethics and regulations? Read More1

Littal Shemer Haim

Littal Shemer Haim

Littal Shemer Haim brings Data Science into HR activities, to guide organizations to base decision-making about people on data. Her vast experience in applied research, keen usage of statistical modeling, constant exposure to new technologies, and genuine interest in people’s lives, all led her to focus nowadays on HR Data Strategy, People Analytics, and Organizational Research.

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