Littalics on Wednesday 2
#61 November 3rd 2021

Happy Wednesday!

After a pretty long break from my weekly updates, finally, I'm back!

The coming series of my weekly edition will be more personal and, definitely, more experimental. I'm leading it in a new direction, as the web, social media, and digital platforms explode with content. I want to create an algorithm-free and sponsorship-free opportunity, so anyone among my colleagues, clients, students, readers, and people in my network can have a chance to keep in touch with me and be involved in my professional work from week to week. As our experience at work changes, and even the meaning of the words "work" and "experience" are evolving, this weekly edition will be my exploration for something different. Join me!


What I've been up to?

There are various motivations for getting an academic degree in Psychology, but I think affinity to data is not necessarily one. Still, as a domain of study, Psychology brings many analysts and excellent applied researchers to the industry.

This week I had the honor to be a guest lecturer at the University of Mannheim in Germany. I presented the domain of People Analytics to Psychology students. When I graduated in Psychology more than two decades ago, I could not possibly imagine my present activity as a change agent in the HR industry. Interesting way to close a cycle, wouldn't you agree?

My host, Dr. Hadar Nesher Shoshan, whose research about Zoom Fatigue was just published, told me after my lecture that her students get intensive training in data analysis. However, they can still benefit a lot from connecting these skills to a different competency - asking the right questions. For her, the most impactful slide in my deck was "Dashboards are not People Analytics".

HR Dashboards are not People Analytics
But you need both!

HR Dashboards are not People Analytics – but you need both!
I explained to the students that dashboards enable us to present KPIs and answer questions such as: Did we reach our goals? How far are we from achieving our goals? However, by using dashboards, we can't answer the question: Why? For that purpose, we need People Analytics, which enables us to understand the factors that drive those KPIs presented on our dashboards.

What's Next?

Panel Discussions:

Leading with Data

On November 9th, I'll participate in Hacking HR's global online event - "Leading With Data". I'm looking forward to joining my respectful colleagues to discuss the foundations of data analytics. This topic is not new at all. However, I believe that to empower HR practitioners towards data literacy, we need different angles for discussion. So I'm curious to find out about my colleagues' perspectives and to contribute my own. It is not too late to join the event (for free!), and certainly not too late to ask me anything about People Analytics. Please send me your questions by replying to this e-mail.

About this newsletter

You receive this e-mail because you are following the blog on Enjoy the updates, as long as you want to, and according to the Privacy Policy. If you were forwarded this newsletter and you like it, please subscribe here.

Happy Analyzing!

Littal Shemer Haim

3 Sambursky St. Tel Aviv
facebook twitter linkedin