A retrospective glance into this blog archive reveals that although productivity was mentioned in many articles, some questions are still hung out there, about methods and tools, factors, resources, tech solutions and ethics.
A valuable part of my tailwind comes from my global community of experts who dedicate their career to help executives and managers, especially in the domain of HR, to become more data-driven. Here’s an interview with one of my data heroes, that her opinions resonate with my own.
Most case studies that we encounter represent mature stages. However, most new players in this rising profession struggle completely different challenges. On-boarding of People Analytics Leaders are fascinating and worth following. Here’s one example.
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.