Littalics.com

blog clone about #Workforce #Data #Strategy and #AI #Ethics, AKA #PeopleAnalytics by @Littalics

[Littalics.com @LittalicsCom]

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

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A review of definitions, measures, and assessment tools of data literacy, and interpretation following the experience of educating HR professionals in People Analytics, to support HR transformation to become a better client of data. https://t.co/0TiAWCb3wf by @Littalics 🤔

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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 🤔

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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

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COVID-19 has raised new ethical concerns regarding the use of people's data. What happens when caring about employees becomes an intrusion onto personal lives? What is the future of People Analytics, and what to do about it today? https://t.co/hDzVm24Kra by @Littalics

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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

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Large language models (LLMs) altered how we work and create value. How can the People Analytics profession leverage these deep learning and natural language processing techniques to offer a better business case for its expertise? https://t.co/n21OvzbdEo by @Littalics

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So much has changed in Organization Network Analysis. The organization's needs evolved, new data sources emerged, and tech companies launched new solutions. Leverage the resources on this list based on your professional perspective. https://t.co/7brzuvvfaa by @Littalics

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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. https://t.co/Md53OKBhAp by @Littalics

[Littalics.com @LittalicsCom]

People Analytics tutorials and simulations, including Predicting employee attrition, Gender pay gap, Employee engagement survey, and Employee evaluation process https://t.co/v2hJfRj4tF by @Littalics

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This is the 4th part of a blog series that covers key takeaways from Unleash, Paris 2019. It explores insights into the digital transformation of HR. https://t.co/0JqPNpmM1V by @Littalics

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Simulating work with a data scientist in HR and People Analytics use case: The gender pay gap. Analyzing continuous variables instead of categorical variables, swapping between ANOVA and Linear Regression, and more, based on actual data. https://t.co/nL3EviO8wl… by
@Littalics

[Littalics.com @LittalicsCom]

I asked ChatGPT about my current struggle in publishing R Bookdown and could not resist expanding the discussion to a broader context. Beyond information, I asked for advice, opinions, feedback, compliments, and predictions. https://t.co/q48X6RVoV0 by @Littalics

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The Employee lifetime value is a scheme connecting people processes to the business outcomes. It refers to the expected value the organization gains in the entire time an employee in a particular role spends working. https://t.co/5BXWzNjEtP by @Littalics

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A four-blog series that covers key takeaways from Unleash, Paris 2019: 1st on the future of work and learning, 2nd on new technologies for career paths, 3rd about the People Analytics journey, 4th on the digital transformation of HR. https://t.co/4cHtA0nG3b by @Littalics

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Organizations started to record and leverage new workforce data sources to enhance productivity by understanding employee behavior and sentiment. New ethical concerns emerged. What happens when People Analytics becomes surveillance? https://t.co/wOyjLRDv4T by @Littalics

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I want to help organizations 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. https://t.co/BjPbDqIOAW by @Littalics

[Littalics.com @LittalicsCom]

Why are we failing to see the hidden patterns in the gender pay gap? How can HR professionals work better with data scientists to spot hidden patterns? How can we generalize it for up-skilling in critical thinking and an analytical mindset? https://t.co/y6rjb9y5E4 by @Littalics

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While datasets, analytics, and insights are restricted, experiences, resources, and advice are generously shared. It inspired me to list the ABCs of success: autodidact habits, business understanding, and coding skills. https://t.co/nl4vyXu1Ao by @Littalics

[Littalics.com @LittalicsCom]

My Intellectual adventure, Unleash Amsterdam 2018, was focused on the global trend of the HR-Tech market, the point of view of organizations that embrace new technologies, and People Analytics practitioners who oversee innovation adoption. https://t.co/WfrI1lY20S by @Littalics