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.
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.
My People Analytics and HR-Tech reading list on Kindle includes +30 items! Find here inspiration, practical guidance, validation for practices, new ideas and innovative tools, an “open door” to a professional community.
HR people can overcome their analytics barriers when they exercise. Online courses do offer a lot of exercise. However, only when HR people practice with real data, their own organizational data, they can bypass the obstacles.
This interview with 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, the obstacles, the quick win, the team participation, and more.
A crucial part of your challenge in People Analytics is the effort to establish communication between different professionals. The role of the People Analytics leader is considered sometimes as a translator, the enabler of this communication.
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 change, but learning culture and rituals help them overcome.