Comments on: Employees in the big data era: Will you let robots determine your future at work?

By: Having Trouble with Employee Turnover? People Analytics Can Help Your HR – and Business - bob

Wed, 06 Nov 2019 14:32:17 +0000

[…] must make sure that the quality of data remains high. They also need to protect employee’s data privacy and stay up to date on cybersecurity regulations, particularly in the EU. Realistically, deploying […]

By: Littal Shemer Haim

Littal Shemer Haim — Wed, 31 Oct 2018 11:36:03 +0000

If you based your algorithm on old data that reflect old gender bias, what would you expect? Read about gender bias in recruitment at Amazon: https://mashable.com/article/amazon-sexist-recruiting-algorithm-gender-bias-ai/

By: Littal Shemer Haim

Littal Shemer Haim — Sat, 17 Mar 2018 10:11:22 +0000

AI is only as effective as the data it is trained on. Machine intelligence is accurately reflecting the prejudices of the people it drew its training from. Black boxes must be opened. When it comes to services for people, if your supplier can’t explain an algorithm’s decision, you shouldn’t use it. Great examples and solutions in the article: Now Is The Time To Act To End Bias In AI

By: Littal Shemer Haim

Littal Shemer Haim — Thu, 16 Nov 2017 17:21:46 +0000

Here are some excellent research references that emphasize why you can’t trust AI to make unbiased hiring decisions.

By: JT

JT — Fri, 10 Nov 2017 18:43:28 +0000

Hi Littal, I saw you tweeting about ai and I thought I’d check out your website. I really like it. Looks like You have come a long way!

By: Littal Shemer Haim

Littal Shemer Haim — Sun, 05 Nov 2017 18:40:05 +0000

Here are 5 ways HR can lead the way with GDPR , according to Barry Stanton, a partner at law firm Boyes Turner and head of the employment group: 1. HR teams are used to handling data and data requests 2. Robust policies and staff training are HR domain 3. Bring risk management expertise to the fore 4. HR can build in agility and resilience 5. HR can enhance employees’ skills and capabilities

By: Littal Shemer Haim

Littal Shemer Haim — Thu, 26 Oct 2017 13:16:15 +0000

Check this:
http://www.wired.co.uk/article/chinese-government-social-credit-score-privacy-invasion
This is the most scary article I’ve read for years, and I do read a lot.
In a global world, cultures and ethics are like communicating vessels, so figure it out yourself…
The GDPR contradicts a potion of the descriptions in this fascinating article.
Nevertheless, scary…

By: Littal Shemer Haim

Littal Shemer Haim — Fri, 20 Oct 2017 18:04:46 +0000

“For any People Analytics work to be sustainable (and thus maximizing the benefit over time) it needs to benefit all stakeholders”, says Andrew Marritt, in his thorough article “People Analytics, what’s in it for the Employees?”. The People Analyst needs high-quality data, which he can’t get without employees’ cooperation. “To do this you have to ensure they can see why it’s in their own personal interest”, Merritt explains. Marritt concludes that “As people analytics evolved, we’ve matured from solving problems which were of most interest to HR teams to addressing issues that met business objectives. The next phase will be about providing tools that enable individuals to meet their objectives, even if their objectives aren’t explicitly the same as the organizations.” I agree with Marritt’s opinion and believe that the maturity of this field, which Merritt describes, goes hand in hand with the latest discussions about ethics and regulations.