What do you think?
Rate this book
Creepy Analytics: Avoid Crossing the Line and Establish Ethical HR Analytics for Smarter Workforce Decisions
Discover how to develop and implement an HR analytics system that benefits employees, as well as your organizationThe potential of HR analytics is a major discussion among scholars, practitioners, thought leaders, and technology vendors, with companies like Amazon, Apple, Google, and Meta digging deeply into HR research and analytics practices that extend beyond simple metrics, scorecards, and reporting. Additionally, ethical questions have begun to arise about the potential abuses of HR analytics with respect to technological advancements and the “datafication” of personal—and often trivial—characteristics, preferences, and behaviors that have little relevance to job performance.As a former chief human resources officer, head of Global HR Research and Analytics at a Fortune 100, and thought leader on this subject, Salvatore Falletta has witnessed first-hand the emergence of “creepy analytics” as a hot-button issue. In this one-of-a-kind guide, Falletta delivers a proven step-by-step process for establishing HR analytics capabilities that serve employees and organizations alike. You’ll learn how to rethink and redefine HR analytics, determine stakeholder requirements, gather and transform data, communicate intelligence results, and establish an ethical ecosystem to ensure HR analytics remains a force for good.
392 pages, Kindle Edition
Published February 27, 2024
8 people are currently reading
22 people want to read
Ratings & Reviews
Friends & Following
Create a free account to discover what your friends think of this book!
Community Reviews
Displaying 1 of 1 review
April 20, 2024
📕 Why (Not) to read this book (Target Audience)
Great book that gives a great insight in HR People analytics.
👀 How this book changed my daily live (Takeaways)
Workforce analytics is a process
The age of datafication
Ai has become a marketing label and often has no validation
• Blackbox vs Whitebox AI
• Invalid proxy data
Risks with some sources:
• Unfair tribal hierarchy
• Research to practice gaps for academic sources
• Rely on customer and vendor advice
Best practices from others -> leads to imitation
Evidence based innovative
⁉ Spoiler Alerts (Highlights)
Data is like garbage. You’d better know what you are going to do with it before you collect it.
—Mark Twain
If you torture the data long enough, it will confess to anything.
—Ronald Coase
Most people work just hard enough not to get fired and get paid just enough money not to quit.
—George Carlin
Great book that gives a great insight in HR People analytics.
👀 How this book changed my daily live (Takeaways)
Workforce analytics is a process
The age of datafication
Ai has become a marketing label and often has no validation
• Blackbox vs Whitebox AI
• Invalid proxy data
Risks with some sources:
• Unfair tribal hierarchy
• Research to practice gaps for academic sources
• Rely on customer and vendor advice
Best practices from others -> leads to imitation
Evidence based innovative
⁉ Spoiler Alerts (Highlights)
Data is like garbage. You’d better know what you are going to do with it before you collect it.
—Mark Twain
If you torture the data long enough, it will confess to anything.
—Ronald Coase
Most people work just hard enough not to get fired and get paid just enough money not to quit.
—George Carlin
Displaying 1 of 1 review