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.
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 with AI, business insights and ethics.
I want to help organizations to 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 employees. I’m creating a comprehensive resource list that will be updated monthly.
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? Why AI prone to bias? How should people react to AI? How legal frameworks deal with AI? In this part of the article, I discuss the last two themes.
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.
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.
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.