Littalics on Wednesday 2

Edition #8 - July 22nd, 2020

Happy Wednesday!

I'm happy to release today the second edition of my resources review about workforce AI ethics. I hope that eventually, this document will accumulate not only my long-term contributions but also be a joint endeavor and collaboration in my professional community. I want to thank my colleagues who supported it this month, and especially Max Blumberg!
My review includes four categories of resources about Ethics in workforce AI: Strategic thinking, Practical advice, Product Reviews, and Social context. With time, it will become an impactful document.

As I completed this month's edition, I realize how much complex this topic is, and how crucial.

Book Cover
if you missed the sneak peek into the book introduction last week, here's another opportunity. Thanks for everybody who called me or texted me, for feedback and encouragement. It means a lot to me!
This book will connect all my dots. and will offers learning and development while enjoying, just like the spirit of my blog. So, stay tuned for more samples in the coming weeks.

Thoughts and Articles

As I continue to curate content from my +50 old articles into the new book, I'm surprised how some articles I wrote 3-4 years ago are still relevant now, at least here in Tel-Aviv. Indeed, the up-skilling and re-skilling of many HR professionals are challenging. But my sense of propose is stable.

Five myths about PA that inhibit your progress

Five myths about People Analytics that inhibit your progress
In public talks, I challenged my self to describe the state of People Analytics in five sentences. Each point I made implies a myth. HR leaders should be aware of the following five misconceptions, or otherwise, continue to let these false ideas inhibit their advancement.

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Who are you, my fellow PA Leader?

Who are you, my fellow “People Analytics Leader”?
The People Analytics leader is in charge of combining all the data of people in the company, in order to deal with business challenges. This leader must understand all employee data and its impact on business performance. It goes far beyond HR kinds of soft metrics.

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Tweets and Treats

A selection of contents I liked and shared this week,
The Dark Side of High Employee Engagement

Is a high score of #EmployeeEngagement necessarily a good result for the #organization? Read this article, which lists four challenges or risks of high engagement scores. Remember to be critical. Always.

Is #EmployeeEngagement a business outcome? #HR contributes to many organizational qualities. This is just one, among others, like leadership, adaptability, etc. Measuring it does not represent the entire value chain of HR, and does not necessarily create #business #impact.
Potential and risk of the use of algorithms in personnel selection

@Max_Blumberg offers a recipe based on a scientific method developed in the past 400 years, for an ideal process of #hiring. If you follow it, you are free from studying my #PeopleAnalytics course

So 400 years in 4 steps: 1. Identify an outcome performance metric, 2. Rank employees on the chosen performance metric, 3. Identify characteristics that distinguish between high and low performers, 4. Use the winning characteristics to build a selection algorithm. Easy, right?

Updated Resources

Ethics in Workforce AI
Monthly Review

Ethics in People Analytics and AI at Work – Best Resources
Part of my continuous learning, collaboration, and contribution is a comprehensive resource list, updated monthly. It includes four categories: strategic thinking, practical advice, product reviews, and a social context.

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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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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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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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