My People Analytics and HR-Tech reading list on Kindle includes +70 items! Find here inspiration, practical guidance, validation for practices, new ideas and innovative tools, an “open door” to a professional community.
People Analytics and HR-Tech Reading List Read More »
Sailing the rough seas of work-tech solutions? This List, based on Littal’s industry analysis, may be your lighthouse. Find here links to great work-tech innovation and solutions, sorted into ten main categories, based on employee lifecycle
A Lighthouse in the Rough Seas of HR-Tech Read More »
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? This part discusses the first 3 themes.
AI for HR – Five themes that you must understand (Part 1) Read More »
You can’t evaluate AI solutions without understanding the basics of practical machine learning and predictive analytics. But 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 vehicle.
HR Leaders in The 4th Industrial Revolution Read More »
The gender pay gap analysis in this article is straightforward. HR managers with a B.A. education can handle it, with a little help from a data scientist. I encourage HR practitioners who start their journey in People Analytics to practice it. The data is available, and the insights may be vital.
Gender Pay Gap and People Analytics: A Practice with Open Data Read More »
In a public talk, I challenged myself 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.
Five myths about People Analytics that inhibit your progress Read More »
People Analysts can keep using technology to amplify, not overtake, their influential role in organizations. To do so, they must include two new competencies: Procurement and Ethics.
Will People Analysts always be human? Read More »
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 in this article, a mixture and volume that depends on the phase in the journey to data-driven HR.
Workforce data is a mess! What can you do about it? Read More »
People Analytics and dashboards of HR Analytics deal with Performance. However, each practice has a different approach: Dashboards enable us to present KPIs, and to answer questions such as: Did we reach our goals? However, by using dashboards, we can’t answer the question: Why?
HR Dashboards are not People Analytics – but you need both! Read More »
Employees and candidates will judge employers, in addition to Employee Experience perceptions, by employer ethics in data management, and when feeling secure, they’ll be more receptive and enthusiastic to participate and cooperate with AI and ML to influence their career path.
Employees in the big data era: Will you let robots determine your future at work? Read More »