Does anyone else struggle to understand their own notes afterward? Just me? Ok 🙈 As I start to digest the content from the past two weeks at #HRTechConf and #PAWorld, I’m also trying to figure out how to share the content in a more digestible format (read: I know you're scrolling, and I'm trying to keep your eyes here a bit longer 👀 ). So, in this iteration, I’ve pulled together my personal top five “Most” moments from People Analytics World. Please let me know what you think about this format below. Do you prefer this or a 90-second video recap? #OopsDidIThinkThatOutLoud #PeopleAnalytics #HRTech #AI #FutureofWork #HR Insights courtesy of David Green 🇺🇦, Adam Haverson, Kalifa Oliver, Ph.D., and Alan Susi.
Data structure and architecture resonated to me the most! We should take the time to understand the data in order to use the most appropriate. I believe that to do that the first step is to understand the question we are trying to answer to determine a framework which dictates the structure needed. If we have our foundations right, the most reliable and valid the output will be
Great set of takeaways Lydia Wu - and love the format too! PS: Yes, I too struggle to read my notes. That comment did make me smile 😀
Great top 5! Happy to be a part of it. So wonderful to learn from each other and grow as a community. Thanks so much!
I have so many notes with nuggets and insights to go through, and I also probably won't recognize half of them. I will share my takeaways when I am able to do so....eventually. 😅 Thank you for sharing yours in the meantime Lydia Wu!!
Here's a thing, Lydia, and I guess it may not be super popular: Data in any HRIS belongs to the business and should be available in specified formats to all who need it. The question is where should analysis take place? It's certainly not the preserve of HR and I doubt if there are that many HR people fully trained in this. Nor line managers either. I believe it's a management skill and appropriate training rolled out across the business. So sales people analyse sales people stats, and so on. Several years ago Josh Bersin wrote on this here on LinkedIn (The Geeks have arrived), and I always agreed that it's not exclusively an HR thing. As to my notes, using a keyboard has all but annihilated my once precise penmanship, and I'd now probably qualify as a practising medic for my erratic scrawls! I like either of your formats...just keep 'em coming!! 👏👏👏
Here's a thing, Lydia, and I guess it may not be super popular: Data in any HRIS belongs to the business and should be available in specified formats to all who need it. Nine years ago Josh Bersin wrote The question is where should analysis take place? It's certainly not the preserve of HR and I doubtvif thrre are that many HR people fully trained in this. Nor line managers either. I believe it's a management skill and appropriate training rolled out across the business. So sales people analyse sales people stats, and so on.
I 🗳️ for this format. Plus, I am in the practice of using Otter.ai for Mobile to record in-person or phone conversations.
#5 is so on point
VP, HR Storefront | PMO | I wonder…
2moI write notes down manually as that is how I learn and then can’t read my handwriting at all and increasingly my hand hurts as I write from reduced use, yikes. I like both formats but then again I am biased as I enjoy any format of content with you. The data literacy responsibility question - what was the general take from the group?