Littalics on Wednesday 2

Edition #2 - June 10th, 2020

Happy Wednesday!

This week I enjoyed exploring and participating in discussions about AI, in the context of HR processes. I don't think that these discussions represent the current practices in most organizations. However, I do believe that it's time that every business leader considers the implications of AI apps in the workplace and within the workforce, in general, and with respect to the Covid19 circumstances. I'll dedicate my writing to this topic in the coming weeks.


Latest Thoughts and Articles

AI for HR – 5 themes you must understand (Part 2)

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.

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My opinions about the Ethics of People Analytics

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.

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Tweets and Treats

A selection of contents I liked and shared this week
Are You Still Prioritizing Intuition Over Data?
"If #organizations want to embrace evidence-based practices and #data-driven decisions, there is only one logical starting point: be sufficiently humble, self-critical, and curious to understand that your instincts and intuition may be wrong..." by @drtcp
Though it is harder to define #performance measures for #business leaders, and obviously there are fewer #data points for them, organizations don't have to invent the wheel. They can rely on academic research that explored #leadership behaviors related to business outcomes.
Research is proving: leadership stereotypes are too stubborn to be eliminated by AI
Another angle why
#AI alone is not the way, or at least not the only one, to address leadership and #job performance questions. Why rely on the machines when we can still sit on the shoulders of giants?
AI Latency
"Latency is the difference between the real world and what your intelligent software thinks the real world is... In software that learns, it is the amount of time it takes a machine to understand the current environment."
Food for thoughts by @JohnSumser
which reminded me of this: "Algorithms and humans are different in the way they react to new and surprising information... when something dramatic is happening, a person may completely change his impression in seconds. Algorithms can’t do that." Read more in AI For HR – Five Themes That You Must Understand
A covid19 perspective: "Machine-learning models are designed to respond to changes. But most are also fragile; they perform badly when input data differs too much from the data they were trained on." Read more in Our weird behavior during the pandemic is messing with AI models

Updated Resources

A Lighthouse in the Rough Seas of HR-Tech

A Lighthouse in the Rough Seas of HR-Tech
Sailing the rough seas of HR-Tech solutions? This List may be your lighthouse. Find here links to HR-Tech innovation and solutions, sorted in ten main categories, based on employee life-cycle ...

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People Analytics and HR-Tech reading list

Be careful! These books can change your career: People Analytics and HR-Tech reading list
Let’s face it. There are too many professional books one can read in a lifespan. This list of People Analytics and HR-Tech books is not exceptional. I won’t be able to complete reading all of it …

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More Learning Opportunities and Recognition

People Analytics, HR-Tech - Training, Public Speaking, Media Coverage, Recognition
Thanks for meeting me outside of this People Analytics blog! When I started this blog, I chose one of my photographs, that presents cranes, for the main page. Cranes are a great metaphor ...

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Happy Analyzing!

Littal Shemer Haim

3 Sambursky St. Tel Aviv
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