Littal Shemer Haim
People Analytics, HR Data Strategy, Organizational Research – Consultant, Mentor, Speaker, Influencer
+70 Articles about People Analytics and HR tech
by Littal Shemer Haim, 2016-2024
HR Challenges in A Data-Driven World
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...
Read MoreWhat secrets do organizational networks reveal?
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,...
Read MoreChatGPT: Unleashing the Power of R Bookdown in People Analytics
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,...
Read MoreVisualizing Absenteeism At Work
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...
Read MorePeople Analytics and HR-Tech Reading List
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...
Read MoreLLMs Changed People Analytics
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...
Read MoreCorporate data talks: Inspiration for my People Analytics journey
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...
Read MoreHR and Tech Evangelists in HackingHR Manhattan
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.
Read MorePeople Analytics: Your very first step in a long journey
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...
Read MoreWorkforce data is a mess! What can you do about it?
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...
Read MoreData from Mars, HR leaders from Venus
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...
Read MoreEthics in People Analytics – The Journey Continues
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...
Read MoreActionable insights for the right people at the right time
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...
Read MorePeople Analytics Public Speaking, Training, Media, Recognition
Comprehensive list of Littal's professional training programs, public speaking engagements, media coverage and recognition, 2017-2021
Read MoreHR data cleaning is part of People Analytics
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...
Read MoreWill People Analysts always be human?
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.
Read MoreKey takeaways from Unleash, Paris 2019 – Part 2: Career paths
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...
Read MoreYour journey to People Analytics makes you cry?
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...
Read MorePeople Analytics: Transforming the HR Function – Experts Panel
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...
Read MoreKey takeaways from People Analytics World, London 2018 – Part 2
Eight key takeaways from the conference second-day sessions, case studies, demos and panel.
Read MoreEmployees in the big data era: Will you let robots determine your future at work?
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...
Read MoreGender Pay Gap and People Analytics: A Practice with Open Data
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...
Read MoreCan you reinvent career development by using analytics?
An interview with a professional in the field of People Analytics, Learning, and Organization Development, about career-growth challenges and internal mobility.
Read MoreThe Complexity of People Analytics Resolved: 5 Perspectives of Definition
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...
Read MoreHR Leaders in The 4th Industrial Revolution
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...
Read MoreLearning culture, rituals, and establishing People Analytics
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...
Read MoreKey takeaways from People Analytics World, London 2018 – Part 1
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...
Read MorePeople Analytics or “Bossware”? Ethics guideline in remote work – Part 1
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...
Read MoreGender diversity in tech: Simple steps forward
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.
Read MoreTaming The Data Beast: Strategic People Analytics with AI
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...
Read MoreLearning ONA (Organization Network Analysis) – The DIY Approach
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...
Read MorePeople Analytics in fast growing companies: Lead start-ups to data-driven HR
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...
Read MoreWho owns the HR data strategy? Not analysts or vendors
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...
Read MoreKey takeaways from Unleash, Amsterdam 2018 – Part 1
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,...
Read MoreData Literacy in HR: Definition, Measure, and Impact
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...
Read MoreChallenge: 365 Women worth watching – in Data, People Analytics and HR Tech
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...
Read MoreMy opinions about the Ethics of People Analytics and AI
For a retrospective review, and hopefully, for our continuous conversation, here’s a collection of my opinions about Ethics, People Analytics, and Artificial Intelligence.
Read MorePeople Analytics and Productivity – A Retrospective
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...
Read MoreWill “People Analytics” Be “Open-Source”?
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...
Read MoreThere is so much more in my People Analytics circle
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...
Read MoreBeyond Buzzwords: LLMs, AI Copilot, Skills and Future Roles
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...
Read MoreAI for HR – Five themes that you must understand (Part 2)
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?...
Read MoreHR Dashboards are not People Analytics – but you need both!
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...
Read MoreShould People Analytics Practices Change to Face Post-Covid19?
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...
Read MoreThe role of technology in the evolution of People Analytics
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...
Read MorePeople Analytics in SMBs: Small Data, Huge Impact
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,...
Read MorePredicting Employee Attrition: R vs DMWay
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.
Read MoreWorkforce Data Strategists, Heads-Up: AI Regulation is Here
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...
Read MorePeople Analytics – Build the Value Chain
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...
Read MoreLeading With Data – Experts Panel
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...
Read MoreAI for HR – Five themes that you must understand (Part 1)
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...
Read MoreKey takeaways from Unleash, Paris 2019 – Part 4: The Digital Transformation of HR
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...
Read MoreEmployee Engagement Survey: 3 essential processes that follow data collection
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...
Read MoreFinding Hidden Patterns in Gender Pay Gap Data
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...
Read MoreData Science for HR: Critical Questions
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...
Read MoreBeing A Data Scientist in The HR Department
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...
Read MoreHow to start People Analytics? – Experts Panel
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...
Read MoreKey takeaways from Unleash, Paris 2019 – Part 1: Future work and learning
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...
Read MoreFrom HR Data to Business Insights: People Analytics in Tel Aviv
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...
Read MoreBossware? People Analytics Ethics Guidelines in Remote Work (2)
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...
Read MoreA Lighthouse in the Rough Seas of HR-Tech
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...
Read MoreHuman-Centered Digital Transformation – Experts Panel
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...
Read MoreProductivity Measures: Time or Outputs?
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.
Read MoreEffectiveness of employee evaluation process
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....
Read MoreGender Pay Gap: More Hidden Patterns
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,...
Read MoreChanging the Analytic Mindset of HR for Good
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...
Read MoreEthics 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.
Read MoreMy Collection of People Analytics Tutorials and Simulations
People Analytics tutorials and simulations, including: Predicting employee attrition, Gender pay gap, Employee engagement survey, Employee evaluation process
Read MorePeople Analytics: Survive Boring Findings
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...
Read MoreKey takeaways from Unleash, Paris 2019 – Part 3: The People Analytics Journey
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...
Read MoreEmployee Lifetime Value
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...
Read MoreLeveraging workforce data as it was a state security project
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...
Read MoreProductivity and Safety: A Conflict?
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...
Read MoreABCs of People Analyst’s success
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...
Read MoreWho are you, my fellow “People Analytics Leader”?
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...
Read MoreFive myths about People Analytics that inhibit your progress
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...
Read MoreWhat do HR Data Strategists do for Companies?
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.
Read MoreAI in HR: Three Distinguished Impacts
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.
Read MoreProfessional Journey and Daily Work of A People Analysts
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...
Read MorePeople Analytics Leader – Survive Your Onboarding!
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...
Read MoreText Me!
Let’s connect on WhatsApp:
+972-50-4001101
Virtual Coffee
Discuss workforce data in your organization, upskilling, and career choices in people analytics (paid services may be offered)