Littalics on Wednesday 2

Edition #10 - August 5th, 2020

Happy Wednesday!

A company consulted with me lately regarding choosing an HR-Tech solution. The team raised many aspects of their decision making, such as the solution features, the pricing, the service agreement, and many more. What surprised me the most was the fact that they did not even consider the differences between vendors in data access and data ownership. How such a crucial criterion slipped their mind? Maybe it's because HR professionals still lag in understanding the basics of data, and mainly, what can you do when you own your data, literally. Indeed, analytics becomes more of a matter of procurement than a DIY (do it yourself) approach. Nevertheless, there is no substitute for a fundamental understanding of data: what it is, how to get, maintain, and use datasets to be able to base decisions on data eventually. Otherwise, it would be like trying to practice Material Engineering without knowing the Periodic Table of Elements first!


Thoughts and Articles

Working with data in HR practice is a huge topic and crucial for People Analytics. Unfortunately, it is not considered a popular training topic. Nevertheless, I'll spend time next week talking about it in my training sessions. Here are two motivational articles on the subject.

HR data cleaning is part of People Analytics Journey

HR data cleaning is part of your People Analytics Journey
The analytics project starts with imperfect data assets. Clean and tidy data is a milestone in your analytics project, but the systematic errors you find lead to new procedures of data maintenance.

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Workforce data is a mess! What can you do about it?

Workforce data is a mess! What can you do about it?
HR data is a mess! Nevertheless, there is so much that HR leaders can do to cope with this challenge, starting today, based on six recommendations included in this article, in a mixture and volume that depend on the phase in the journey to data-driven HR.

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Tweets and Treats

A selection of contents I liked and shared this week,
What is the Role of Leadership in Times of Crisis?

There's a lot of food for thoughts in this conversation between @david_green_uk
and @drtcp. However, I want to highlight the opinion that future #HR is #PeopleAnalytics and #AI. Practitioners from both sides, stop the pointless effort to differentiate yourselves from one another.
labourR 1.0.0: Automatic Coding of Occupation Titles

Do you use #R in your #labour #market #analysis? "labourR is a new package that performs #occupations coding for multilingual free-form text (e.g. a #job title) using the ESCO hierarchical #classification #model" Thx @AndrewMarritt

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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I launched the 4th learning group of my introductory course, "The People Analytics Journey". I believe that the best way to learn derives from relationships, within groups, and between individuals. I was excited to meet the new class which represents almost every role in HR management. Interestingly, the structure of this course remained the same for more than a year. However, the contents continuously change following what we experience in the industry. That's why I like it so much. I also make the adjustments needed in every learning group. For that reason, I believe this course, also in its new format - live and remote, is perfect for company learning programs. I invite you to contact me to learn more or simply schedule a short remote meeting.
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Happy Analyzing!

Littal Shemer Haim

3 Sambursky St. Tel Aviv
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