Littalics on Wednesday 2
Edition #25
November 18th 2020
The Autumn Collection

Happy Wednesday!

When I started my People Analytics blog back in 2016, I chose one of my crane's photographs for the main page header. Cranes are a great metaphor – always on a worldwide journey, with their large flocks, dynamic roles, and inter-dependencies. They are just like us, people in organizations who are on their journey to a data-driven career.

When I wrote on that header, "data makes you fly," I couldn't imagine what would follow. The story will be published shortly in this book. Its' not only about my career path and insights. It is also about HR leaders who can embrace analytics and become heroes in their organizations. Enjoy a sneak peek, and please, write me some feedback.

Cheers,
Littal

Thoughts and Articles

In the last couple of days, I had the opportunity to talk with some HR executives and People Analytics leaders. Interestingly, different people from different organizations raised common themes. My repeated responses are represented well in these two articles.

Changing the Analytic Mindset of HR for Good

Changing the Analytic Mindset of HR for Good
Whatever you do to educate yourselves, make sure that your learning opportunities include experiments with your own data. Master business questions in your organization and your own data, so you'll be able to build your company's HR data strategy in the near future.

New Roles of HR Leader in The 4th Industrial Revolution

New Roles of HR Leader in The 4th Industrial Revolution
You can’t evaluate AI solutions without understanding the basics of practical machine learning and predictive analytics. You don’t have to be a data scientist for that. It’s like driving a car – you don’t need to be a mechanical engineer to buy or drive your car.

Tweets and Treats

A selection of contents I liked and shared this week
Ethical Frameworks for AI Aren’t Enough

Organizations adopt high-level principles to ensure that their #AI is #ethical and causes no harm. But to give the principles teeth, organizations need concrete #metrics. There is no single approach that fits all industries, but #HRTech should have one.
How to Monitor Remote Workers Ethically

5 steps for #ethical #remotework #monitoring: remote work is here to stay, reach agreement on which business activities actually require monitoring, introduce safeguards to prevent abuse, discrimination can occur, rebuild the trust levels.

55%

of companies say they still need help with basic people analytics*

* LinkedIn Global Talent Trends 2020

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.

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 …

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 ...

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 ...

Tel Aviv Chapter

I'm happy to update that I recently returned to offer research services remotely. After spending time teaching, I realized that my skills and experience as a data scientist and applied researcher still complement most human resources and organizational development teams' capabilities. My primary analytical tool will remain R. I would love to hear about your organizational research journey and hope to find an opportunity to collaborate on a project.

About this newsletter

The old blog that you've been following at LittalShemerHaim.com was migrated to Littalics.com. The migration ensures that you have now enhanced experience, as a reader and client. Enjoy visiting my new home on the web!

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Thanks,
Littal

Happy Analyzing!

Littal Shemer Haim

3 Sambursky St. Tel Aviv
+972-50-4001101
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