Littalics on Wednesday 2

Edition #7 - July 15th, 2020

Happy Wednesday!

The first quote I added to my diverse inspiration list on my website has been attributed to Pablo Picasso, the most vital artist of the 20th century: "Computers Are Useless. They Can Only Give You Answers". Picasso had no clue about People Analytics, but his idea applies to all of us in this domain. There is no point in running the most sophisticated analytics or building a shiny dashboard, without the attempt to answer a business question. Although computers can give us answers, we are the ones who must come up with the right business questions in the first place. Only then, we can proceed with the data, our people data, and contribute with our actionable insights.
These days, as we experience the 2nd wave of Covid19 in Tel Aviv, I dedicate my time to continue writing my book "People Analytics - Build the Value Chain". Naturally, I included Picasso's quote on the book introduction. This week, I offer my readers a sneak peek into the book introduction. If you follow my work for quite some time now, you already know my Kindle list of People Analytics and HR-Tech e-books, which I also regularly update and share every week. However, my book will be different. I want to offer an opportunity to learn and change while enjoying, taking time to contemplate, absorb ideas, and, hopefully, overcome barriers.

Book Cover
Therefore, the book will capture the spirit of my popular blog about People Analytics and HR-Tech, which I have been writing regularly since 2016. I base some of its chapters on viral posts and articles that I published over the years. I also decided to preserve in this book my visual signature as a photographer artist, and my point of view as a positive psychology practitioner. Personally, this book will connect all my dots.


Thoughts and Articles

About one-fourth of my training programs before the pandemic was dedicated to the understanding of AI among HR leaders. I think that to face both technical and social difficulties related to AI, every HR leader should start understanding 5 themes: What AI is – or isn’t? How accurate is AI? Why AI prone to bias? How people react to AI? How legal frameworks deal with AI? In the following two articles, I discussed these themes. I hope that for some of you, it's a good opportunity to go back to these articles.

AI for HR – Five themes that you must understand (Part 1)

AI for HR – Five themes that you must understand (Part 1)
This part discusses the first three themes: What AI is – or isn’t? How accurate is AI? Why AI prone to bias?

Read more

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

AI for HR – Five themes that you must understand (Part 2)
This part discusses the last two themes: How should people react to AI? How legal frameworks deal with AI?

Read more

Tweets and Treats

A selection of contents I liked and shared this week,
Why Do So Many Incompetent Men Become Leaders?

"There is no denying that women’s path to leadership positions is paved with many barriers including a very thick glass ceiling," @drtcp writes, "But a much bigger problem is the lack of career obstacles for incompetent men". "We tend to equate leadership with the very psychological features that make the average man a more inept leader than the average woman. The result is a pathological system that rewards men for their incompetence while punishing women for their competence", he sums up.
HR cannot rely on tech alone to improve D&I

"As social injustices continue to be a main topic of discussion ... HR leaders can expect all eyes to be on them to use their technology resources to make the necessary changes to strengthen and improve their D&L programs" @lexymartin adds more thoughts: "HR-tech and data are not enough BUT is a catalyst for change. If things aren’t right leaders can get a spine and leave. Another POV is that stimulating Diversity and Inclusion is everyone’s responsibility. All need spine"

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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