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 we had in “The People Analytics Journey” course.
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.
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, and People Analytics practitioners who oversee the adoption of innovation.
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.
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, and changes as they occur. Moreover, it requires a tedious analysis of relations mapping. Therefore, the survey phase will probably be followed by work done by algorithms.
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.