Taming The Data Beast: Strategic #PeopleAnalytics With #AI https://t.co/LbKo8KcLAQ @Littalics #HRAnalytics #HRData #HRTech #HR #HCM #HRM #HumanResources

To leverage AI in strategic people analytics, consider four themes: Distinguishing between AI impacts on HR, measuring and developing data and AI literacy, Becoming a manager of AI in your future role, and Accessing knowledge as unstructured data.

RP @Littalics Whether you are a leader or an individual player in the industry, this article emphasizes the need to develop new #skills and behaviours for effective #collaboration with #AI ... https://t.co/KKwXO0NODz

Whether you are a leader or an individual player in the industry, this article emphasizes the need to develop new skills and behaviors for effective collaboration with AI. However, I skipped the technical details and shared my journey with a smile.

My People Analytics and HR-Tech reading list on Kindle includes +77 items! Find here inspiration, practical guidance, validation for practices, new ideas and innovative tools, and an "open door" to a professional community. https://t.co/wz4ZdQRd4b

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 fascinating to explore how data science and HR needs are knitted. https://t.co/EGsTFpSITv by @Littalics

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. https://t.co/NUp96yDEdu by @Littalics 🤔

Beyond Buzzwords: LLMs, #AI Copilot, Skills and Future Roles https://t.co/9OecyXaL8s @Littalics #FutureofWork #technology #OrgDev #PeopleAnalytics #HR #HCM #HRM #HumanResources

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, and an "open door" to a professional community. https://t.co/N2FADrEE9I by @Littalics

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 AI. https://t.co/kqT8Rw7Yx6 by @Littalics

#AI in #HR: Three Distinguished Impacts https://t.co/F8C8uYNaZt @Littalics #HCM #HRM #HumanResources #HRTech #FutureofHR

Well done @polinode! A great map to an incredible journey of the #PeopleAnalytics community! Chapeau for creative marketing communication that leverages the right network to demonstrate a great #ONA tool! Cheers! I'm in the tiny yellow dot in the middle! 😉 https://t.co/UdpKQSSVHf

I updated my public Kindle reading list https://t.co/wz4ZdQRd4b that includes new items published in 2023, all in #PeopleAnalytics and #HRTech, a total of 72 great books! It's a work in progress, and I have more items to add soon, so stay tuned!

Sadly, SHRM #research reveals that #PeopleAnalytics is still in its early stages. "77% of employers are only using basic analytic techniques for limited purposes, such as using already available data to analyze what happened in the past."

A thoughtful and insightful read f/ @Littalics Data Literacy in HR: Definition, Measure and Impact https://t.co/KmNOrJE6K2 #PeopleAnalytics #Learning #Culture #HR

Data literacy definitions, measures, assessment tools, and interpretation following the experience of educating and training #HR professionals in #PeopleAnalytics, to support the HR sector's transformation to become a better #data client.

An archive treasure: 5 directions to push #PeopleAnalytics towards #OpenSource culture: learn by teaching, share knowledge across the discipline, open-source is where innovation happens, focus on demand rather than supply, engage with local practitioners.

Otter @vendorprisey claims individual flight risk indicators are, at best, nonsense, at worse discriminatory. He argues most flight risk algorithms projection haven’t got basis in science and should be clamped down on by ethics committees and regulators

In a public talk, I challenged myself to describe the state of #PeopleAnalytics in five sentences. Each point I made implies a myth. #HR leaders should be aware of them or continue to let these false ideas inhibit their advancement.

A crucial part of your challenge in #PeopleAnalytics is establishing communication between various professionals. The People Analytics leader's role is sometimes considered a #translator, the enabler of this #communication.