A valuable part of my tailwind comes from my global community of experts who dedicate their careers to helping executives and managers, especially in the domain of HR, to become...

The traditional way to study organizational networks is through a survey. However, a survey can reveal network representations only one at a time. It does not point to events, trends,...

I asked ChatGPT some questions about my current struggle in publishing R Bookdown and could not resist expanding the discussion to a broader context. Beyond information, I asked for advice,...

To demonstrate how visualization is helpful, I picked a relatively common topic in People Analytics: Employee absenteeism. I present two types of hypotheses regarding absenteeism, specifically, how employee background and...

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...

Large language models (LLMs) altered how we work and create value. How can the People Analytics profession leverage these deep learning and natural language processing techniques to offer a better...

The experiences of data leaders are most valuable for any journey in the field of People Analytics and data-driven HR. Here are some stories from the IBM event in Tel...

My experience and key takeaways from Manhattan chapter of Hacking-HR, a professional community event where I had the opportunity to meet some thought leaders in HR and Tech.

Start your People Analytics journey by listening to business leaders. A conversation with business leaders should not be spontaneously handled, but rather planned. An interview guideline is a useful tool...

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...

Being an eternal student is one ingredient in the secret sauce of success in People Analytics. The second is being a part of open-source culture. Future success is in Procurement...

I want to help organizations evaluate AI concerning Ethics, or metaphorically, to assist them in knowing how to interview AI, just as they know how to interview their candidates and...

Professional experts are people you would always want to learn from and be inspired by them. I have the honor to host a colleague who fits this definition, and I'm...

Comprehensive list of Littal's professional training programs, public speaking engagements, media coverage and recognition, 2017-2021

An 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 for...

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.

A four blog series that covers key takeaways from Unleash, Paris 2019. The 1st blog is focused on the future of work and learning. The 2nd covers new technologies for...

A crucial part of your challenge in People Analytics is the effort to establish communication between different professionals. The People Analytics leader's role is sometimes considered as a translator, the...

A panel conversation about how People Analytics transform the HR function: Significant successes and remaining challenges; Leveraging analytics to orient business leaders in the pandemic and beyond; The barriers in...

Eight key takeaways from the conference second-day sessions, case studies, demos and panel.

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...

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...

An interview with a professional in the field of People Analytics, Learning, and Organization Development, about career-growth challenges and internal mobility.

I suggest to include five perspectives in any definition of People Analytics: Starting from C-level and business perspective, go through HR processes and IT and HRIS, and end-up with a...

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...

People Analytics practices are related to HR practitioners' mindset. Sometimes a mindset change is a key to a successful path in analytics. People Analytics mentees find it so hard to...

The growing importance of data-driven HR was well reflected in the conference. this article covers ten key takeaways from the conference's first day sessions, case studies, and demos. The next...

Organizations started to record and leverage new workforce data sources to enhance productivity by understanding employee behavior and sentiment. New ethical concerns emerged. How Ethics change People Analytics? What happens...

A discussion about gender diversity in tech and the consequences of women being a minority in the industry followed with recommendations to HR and a People analytics case study.

To leverage AI in Strategic People Analytics, consider four themes: Distinguish between AI impacts on HR, Measure and develop data and AI Literacy, Become a manager of AI in your...

So much has changed in the field of Organization Network Analysis. The organization's needs evolved, new data sources emerged, and tech companies launched new solutions. Leverage the resources on this...

How can we find top performers? How can we better engage our highest-performing workers? Which qualities do amazing teams have? Which people are most likely to stay or leave the...

The lens I choose to explore HR data strategy is my experience as an applied researcher specialized in organizational research. My perspective could be your lighthouse in the rough seas...

My Intellectual adventure on the first day of Unleash Amsterdam 2018 was focused on global trend of the HR-Tech market, the point of view of organizations that embrace new technologies,...

A review of definitions, measures, and assessment tools of data literacy, and interpretation following the experience of educating and training HR professionals in People Analytics, to support the HR sector's...

A snowball of inspiration that hopefully will encourage more women, particularly HR professionals, to enter the data world. These women are Role Models for aspiring People Analytics practitioners. The list...

For a retrospective review, and hopefully, for our continuous conversation, here’s a collection of my opinions about Ethics, People Analytics, and Artificial Intelligence.

A retrospective glance into this blog archive reveals that although Productivity was mentioned in many articles, some questions about methods and tools, factors, resources, tech solutions, and ethics are still...

Five directions to push People Analytics towards open-source culture: learn by teaching, share knowledge across the discipline, open-source is where innovation happens, focus on demand rather than supply, and engage...

You must be eternal students in the industry of People Analytics, so you better choose wisely who you learn from. Each person in the following interviews and reviews offered me...

Whether you are a leader in an organization or an individual player in the industry, this article emphasizes the need to develop new skills and behaviors for effective collaboration with...

In part 1 of this article, I called HR leaders to start the journey to AI by understanding five themes: What AI is - or isn't? How accurate is AI?...

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...

There are four types of interdependent questions to address: How employees feel, what do they need to get the work done, how productive they are, and how they maintain their...

An interview with a former HR analyst at Microsoft, discussing the role of technology in People Analytics and data Ethics: challenges, success stories, and advice - one of many perspectives...

This interview with an HR manager in a fireside chat during a People Analytics class offers an introspective approach to a joint journey, as a mentee and mentor: the motives,...

This article demonstrates how to predict employee attrition, using logistic regression in R programming vs DMWay software. It also encompasses some background about employee data and the cost of attrition.

Should workforce data strategists track AI regulation? Is tracking AI regulation enough for workforce data strategists? How are AI regulations for workforce decisions unique? Are there consequences of neglecting to...

HR people can overcome their analytics barriers when they exercise. Online courses do offer a lot of exercises. However, only when HR people practice with real data, their own organizational...

I was honored to participate in the experts' panel that opened the Hacking HR online event "Leading With Data" and discuss the foundational elements of data analytics and common mistakes...

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...

A four blog series that covers key takeaways from Unleash, Paris 2019. The 1st blog is focused on the future of work and learning. The 2nd covers new technologies for...

A successful administration of the Employee Engagement Survey will include essential processes after the data collection phase is completed: Multi-variate statistical analysis, Visualization as a foundation of organizational discussion, and...

Why are we failing to see the hidden patterns in the gender pay gap? How can HR professionals work better with data scientists to spot hidden patterns? How can we...

What should HR professionals expect when working with a data scientist? What should HR professionals do for a successful data science project? How should you deal with insignificant results in...

A successful data science function in the HR department requires balancing the analytics maturity of the business and HR leaders with the data scientist's skills. It is essential and fascinating...

Myths and misconceptions about People Analytics still exist. To dismiss them and address the fears some HR practitioners may feel regarding People Analytics, I collaborated with an experts' panel to...

A four blog series that covers key takeaways from Unleash, Paris 2019. The 1st blog is focused on the future of work and learning. The 2nd covers new technologies for...

The growing interest in People Analytics brought 150 HR leaders to gather and learn from experts and case studies. In my talk, I answered two simple questions: What do we...

COVID-19 has raised new ethical concerns regarding the use of people's data. What happens when caring about employees becomes an intrusion onto personal lives? What is the future of People...

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...

The Covid19 crisis brought a significant portion of the workforce to work remotely, and we witnessed an acceleration of the digital transformation of work processes and particular measures. But with...

The productivity of knowledge workers is measured both by outputs and focus time. This blog explores this subject with Covid19 and pre-Covid19 case studies, and some personal experience and hacks.

The stakeholders and players who participate in the evaluation process, the available tools and resources, and the issues discussed in the feedback conversations, all affect the effectiveness of the process....

Simulating work with a data scientist in HR and People Analytics use case: The gender pay gap. Analyzing continuous variables instead of categorical variables, swapping between ANOVA and Linear Regression,...

Whatever you do to educate yourselves, ensure that your learning opportunities include experiments with your own data. Master business questions in your organization and your own data, so you can...

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 tutorials and simulations, including: Predicting employee attrition, Gender pay gap, Employee engagement survey, Employee evaluation process

Survive boring results in your People Analytics project by including insignificant results in your storytelling with data, leveraging multivariate statistics for new insights, knowing how data can play tricks on...

A four-blog series that covers key takeaways from Unleash, Paris 2019. The 1st blog is focused on the future of work and learning. The 2nd covers new technologies for career...

The Employee lifetime value is a scheme that connects the people processes to the business outcomes. It refers to the expected value the organization gains in the entire time an...

An interview about People Analytics with a Lieutenant Colonel in the Israeli Military intelligence - A rare chance to explore practices in the most secure organizations, and to discuss experience...

There is a delicate balance that HR professionals must keep in helping business leaders achieve their goals while protecting the interests of employees. Perhaps we need a tool that diminishes...

The culture of the People Analytics community is remarkably open. While datasets, analytics, and insights are restricted, experiences, resources, and advice are generously shared. It inspired me to list the...

The People Analytics leader is in charge of combining all the data of people in the company, in order to deal with business challenges. This leader must understand all employee...

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...

An HR Data Strategist can be an insider or consultant who leads or participates in planning and managing how the company’s HR data is gathered, handled, used, and protected.

HR professionals seem to confound HR operations, People Analytics, and organizational readiness for AI. The article describes three distinguished effects of AI on HR and explains how they are interrelated.

Aspired People Analysts often ask about competencies, challenges, tasks, and tools in this profession. I was privileged to discuss these topics with a colleague in one of the most desired...

Most case studies that we encounter represent mature stages. However, most new players in this rising profession struggle with different challenges. The onboarding of People Analytics Leaders is fascinating and...