Littalics on the 16th edited
November 16th 2022

Happy Analyzing!

For a long time, I have been calling on professionals in the HR sector to understand how to work with data scientists and leverage data-backed projects for business impact in the organization.

I am honored that my call was heard even far away and reached, which gave it a proper boost in the cover article of the October issue of the magazine HR Strategy & Planning Excellence, which is dedicated to People Analytics in 2023.

Today in Littalics on the 16th, I invite you to explore more about Data Science for HR.

What I've been up to?

People Analytics as a discipline has existed for over a decade, or a few decades, if you consider the traditional practices in organizational research. Moreover, the HR-tech industry has brought some brilliant solutions in the last couple of years. And yet, people analytics is still not an established practice in many HR groups, either by embracing tech solutions or impacting the business with actionable insights derived from analytics projects.

So, what holds back the maturity of people analytics, and what should HR leaders do to overcome this in 2023? How can they go the extra mile beyond reading dashboards and reports? Here are three fundamentals for anyone on the journey to data-driven HR: 1) Have clear expectations when working with data professionals; 2) Understand your essential role in a successful project; 3) Be proactive when dealing with findings and results.

Data Science for HR: Critical Questions

Data Science for HR: Critical Questions
What should HR professionals expect when working with a data scientist? What should HR professionals do for a successful data science project? How should you deal with insignificant results in the analysis? The article addresses these questions.

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Who owns HR data strategy? Not analysts or vendors

Who owns the HR data strategy? Not analysts or vendors
The lens I choose to explore HR data strategy is my experience as an applied researcher specializing in organizational research. My perspective could be your lighthouse in the rough seas of the HR-Tech industry and a step to overcome some barriers on your journey to data-driven HR.

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People Analytics: Survive Boring Findings

People Analytics: Survive Boring Findings
Survive boring results in your People Analytics project by including insignificant results in your storytelling with data, leveraging multivariate statistics for new insights, knowing how data can play tricks on you, and getting support from subject matter experts.

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ABCs of People Analyst's success

ABCs of People Analyst's success
The culture of the People Analytics community is remarkably open. While datasets, analytics, and insights are restricted, experiences, resources, and advice are generously shared. It inspired me to list the ABCs of success: autodidact habits, business understanding, and coding skills.

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Littal Shemer Haim Provides People Analytics

Projects, Mentoring, Lectures

Littal Shemer Haim helps organizations improve business performance by informed decisions about people. She offers leaders guidance in the journey toward a data-driven workforce, conducts People Analytics and Organizational Research projects, and leads mentoring and learning programs in People Analytics. In addition, Littal explores innovation in the work-tech ecosystem. She writes and lectures about People, Data, Ethics, and the Future of Work. Littal enjoys keynote speaking at various conferences and professional events globally. She shares her knowledge and +25 years of experience in People Analytics, Workforce Data Strategy, and Organizational Research.

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Littal Shemer Haim

3 Sambursky St. Tel Aviv
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