Data – Littal Shemer Haim

What secrets do organizational networks reveal?

Photo: Littal Shemer Haim © Organizational charts are everywhere, and we’ve all seen them. Within any organization, they show the hierarchical chain of command. This common visual representation of the organizational structure depicts departments or positions, illustrates relationships between them, and makes it clear and easy to understand how authority, responsibility, and information are […]

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Will “People Analytics” Be “Open-Source”?

2 Comments / People Analytics / Littal

Photo: Littal Shemer Haim © When I’m asked about my job title, sometimes I joke and say “Eternal Student”. Practically, it is quite precise, considering the fact that most of my career consists of learning opportunities, which I happily grab. Aren’t we all? However, reflecting on the years, I’m pretty sure that the

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Employee Engagement Survey: 3 essential processes that follow data collection

1 Comment / People Analytics / Littal

Photo: Littal Shemer Haim © Employee engagement is defined as an “emotional attachment” of employees to the company, and the efforts they are willing to offer as a result. Measuring employee engagement in a survey may determine how avid employees are, regarding their jobs and roles, how valued they feel at work, and how

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Who are you, my fellow “People Analytics Leader”?

5 Comments / People Analytics / Littal

Photo: Littal Shemer Haim © The “People Analytics” domain is gaining a lot of attention worldwide, though most of the people I meet in the Israeli HR arena have not decided yet to formalize such a role within HR departments. I believe that times are changing, and new practices will surely shake the state

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I’m an HR Data Strategist. What do I do for Companies?

People Analytics / Littal

Photo: Littal Shemer Haim © People analytics is gaining speed in 2016. HR departments are becoming an important source of data in organizations, in which more people data are used to improve the business. While implementing more predictive analytics and sophisticated analytics, HR is becoming data-driven domain. Hence, new positions, requirements, job descriptions, and projects emerge.

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