Artificial Intelligence

How I wrote a book about Artificial Intelligence in Human Resources in 3 hours

Dear guest!

Artifical Intelligence and especially Generative Artificial Intelligence (GenAI) is driving human productivity to new heights! No news for those using ChatGPT or other tools like Midjourney or DeepL. And of course the application of Large Language Models (LLMs) like ChatGPT has entered Human Resources Management too.

Recruiters use it for describing roles and optimizing interviews, professional assessors and developers of psychometric tests find items for their instruments much quicker, and leaders and HR managers communicate better with their people by AI-assisted employee survey and feeback apps. But these are just a few applications of the new IT-Tools, and one can find nearly to any tasks regarding the employee life cycle a help by the software algorithms.

Since my training in Data Science with Python, Big Data, and Machine Learning in 2020 and my prior HR experience, I wanted to write a book about »Artificial Intelligence in Human Resource Management«. But this of course would have been required quite a lot of time and resources which were always competeting with more important challenges of my position as an entrepreneur and a self-employed person.

In fact I had started already on this book project, did research on articles, books, and tools, wrote a content and some texts. And some of my AI in HRM results I published yet in this Newsblog and on my LinkedIn profile.

Besides that I participated in various events, workshops, and online-seminars about this topic – just recently last Friday morning, October 20, 2023, I was part of an online-seminar held by collegues from ITB Consulting, a professional assessment company settled in Bonn (the place of my academic education in Work and Organizational Psychology).

Although AI in HRM in this event was just one out of four points on their agenda and with my pre-knowledge, I still learned something. And of course it is always interesting to see how collegues with the same background in Psychology, HRM, and Information Technology tackle a rising electronic star!

Furthermore the event and several other in the last couple of weeks reminded me that it makes a lot of sense to complete some basic work about AI in HRM. Or even better: Finish writing my book! And not in months nor weeks: But in hours and days!

Actually the first draft of my book about AI in HRM with more than 80 pages I created in really three hours! As you probably know no one could have done this – Not even a higly-trained expert in the field with very fast writings skills.

But I think you are not that surprised anymore since November 30, 2022, that this can be realized! And I am sure you have guessed by now who (or better: what) lent me a hand in my new authorship: Yes, ChatGPT did the job for me! Our personal assistant for all kinds of tasks, our words when the paper stays blank, and our expert in whatever you may wonder.

Exactly, ChatGPT-4, the paid version of OpenAI (highly recommendable), came up with the contents of the book, and the texts for its chapters. Naturally not on his own, but by the promps I gave to the growing GenAI tool (look and try the exiting plugins from the store inside the abo version, as well as the tools from the menu with DALL·E3 and the Advances Data Analysis expansion).

So, what was left up for me? Well, first I needed of course to check randomly the quality of the text and whether it made sense. That was the case and although I observed some repetions of phrases (most of them in the introduction and conclusion of a chapter), what I read was more than usable. Especially of course as the output of ChatGPT-4 was in English language (which I wanted); But I suppose even a mother tongue person would profit from it.

So, I created a table of content, formated the titles and subtitles, and copied and pasted the chapter texts in my office document – what took the most time until then [I have not figured out yet how to do this automatically, but a little work I wanted to do in this stage of the book production also! ;-)]

But even though a bunch of work has been done so far, there are still some steps to finalise he book: Like reading the more than 80 pages, checking for sense and logic and missing contents. And make it more readable by creating graphics and tables (but I bet GenAI can helps me here very much too, and I already designed some covers of the book with the help of DALL·E 3).

So now I have a small book titled »Artificial Intelligence in Human Resources Management: From Potential to Praxis« with more than 80 pages containing 13 chapters, 39 sub-chapters, and an appendix.

These are the chapter titles of the book:

  1. Introduction
  2. Fundamentals of Artificial Intelligence
  3. Revolutionizing Recruitment with AI
  4. AI in Employee Development
  5. Enhancing Employee Engagement through AI
  6. AI in Workforce Planning and Analytics
  7. Compensation and Benefits Optimization
  8. Leveraging AI for Diversity and Inclusion
  9. The Role of AI in HR Compliance and Risk Management
  10. Challenges and Risks of AI in Human Resources
  11. The Future of AI in Human Resources
  12. Case Studies and Real-world Applications
  13. Conclusion
    Appendix: Resources and Tools for AI in HR

But as I already mentioned that was not it: Aftewards I used DALL·E 3 wich is intergrated in the ChatCPT-4 Plus abo (US$ 20 per month) for creating an appropriate book cover which resulted in the following four nice suggestions:

I liked most out of these four the one in the right top corner with the shaking hands and also the right bottow corner with the charts and people. Since GenAI and AI in general is made to support us humans (and machines) to get work faster and better done, I chose my first favourite picture for the title of this article.

And you know what? I wil not keep the book for myself to sell it, nor it was it just merely an experiment! I will hand it over electronically in PDF to everyone who is interested in the topic – And who has not the time, resources or knowledge yet (hurry! And it is easy!) to hire ChatGPT or some competing chatbot like BARD or Claude as a ghost writer.

I only will ask you for your name and E-mail in order to send you a copy and to stay in touch for more exiting stuff about HR Tech that is coming out of the Schorberg Analytics pipeline with focus on People Analytics, Online-Assessment, and of course AI in HRM.

The publication date of the book is planned until the end of next week, so if you want your copy on time, take the chance of showing your interest by sending me a short message (e.g.: e-book: AI in HRM) via the contact form or at my LinkedIn Profil along with your E-mail-adress!

That´s it for now.

Have a good day and all the best,

Stefan Klemens

PS: Want to exchange ideas on people analytics, digital assessment or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳


Why a pitch is a Berg-Pitch: How five Startups and Amiaz Habtu rocked the audience

Dear guest!

Yesterday evening, October 19, 2023, it was time for another Berg-Pitch – the 13th to be exact – and it was a blast! The wonderful Luisa Skrabic moderated this unique event, and the stage at codecentric AG in Solingen was filled with excitement, passion, innovation, drinks & food, and rap music!

Although it started raining on my arrival at the outstanding headquarters of the well-known IT company the warm welcome from the team of the organiser, Solingen.Business (the Wirtschaftsförderung of the city) and a cool drink before the start of the event in the nicely designed entrance hall put the guests in the right mood.

After introducing words by head mayor Tim Kurzbach, this time online, Frank Balkenhol (CEO of Solingen.Business) and a few information about the event by Luisa the stage was opened for the following five startups and their 6-minute pitches (and 6-minute Q&A-Sessions):

  • saasmetrix,
  • victorioso nutrition,
  • Repair Rebels,
  • MANSIO, and
  • Innovative Robot Delivery.

And they all did a great job: The speakers, founders, and/or CEOs, showed their passion and commitment for their various products and services in well structured presentations.

The first speaker Marcel Banmann from saasmetrix GmbH offered a tricky and complete integration for several cloud-based Tools used by employees (like Slack), while Pablo Klüppelberg and Ben Decker from victorioso nutrition UG presented a fast performance-revovery and keeping method (so called “pouches” that you put in your mouth) for top athletes in team sports such as football and basketball – with future offerings for amateur athletes and high performance jobs as well. The third presentation did Dr. Monika Hauck from Repair Rebels GmbH, which has built an online platform to connect customers with fashion and clothing repair needs (the startup’s primary focuses at this time) with local craftspeople like tailors.

After a break for drinks and talks between guests, we saw a revolutionary system from MANSIO GmbH for saving resources in the transport of goods by trucks presetented by Maik Schürmeyer – And an equally smart solution by Innovative Robot Delivery GmbH for the sending of parcels and saving on packaging brought to us by Boris Meyer.

The event was a highly professional in every way, from the organisation to the speakers to the closing with delicious wraps and a very wide range of drinks.

And that was not just it! Even though the audience was already cheered up, Amiaz Habtu topped it with his new rap songs and the start of his singing career. The moderator of the German TV start-up Show “Die Höhle der Löwen” (The Cave of the Lions) unleashed the emotions of the audience with his singing and acting, getting right into heart of the crowd.

In his keynote and interview with Luisa, Amiaz told us about his roots and the beginning of his TV career, as well as the challenges and obstacles along the way. He also involved the audience by asking and answering some questions about his new role as a musician (which surprisingly included me too, as he wanted to know if I had understood his rap lyrics; see the the link to the video of the live stream for the whole event below).

Finally it was then time to announce the winners of the Berg-Pitch Competition, as voted for by a panel of judges and participants online or via the app. It was a difficult decision, as all the candidates made a lasting impression with their fine products and services. But since only one could win, the choice was made and Repair Rebels took the 4,000 Euro prize home.

Besides all of that I also enjoyed my talks with the interesting people I met and talked to at my seat, during the break and the get-together afterwards very much. Thank you!

A big applaus to those who made this great event possible: Phil Derichs and his team from Solingen.Business, codecentric AG for their hospitality, the judges for their work, and the support of several local sponsers – interestingly with fourtexx GmbH one from the HR Tech industry. We thank all of them deeply!

And as with the Olympics, so with this special 13th edition of the Berg-Pitch: It was important to be there. We look forward to the next Berg-Pitch, but the bar is now set pretty high.

Have a good day and all the best,

Stefan Klemens

PS: Want to exchange ideas on people analytics, digital assessment or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳

PS 1: Special thanks (just to name a few) to Phil Derichs & Jade Steffens and the Berg-Pitch team, Luisa Skrabic, Lars Rückemann, Frank Balkenhol, Amiaz Habtu, the eight judges: Georgis Tesamariam, Petra Mück, David Viehweger, Christian Kern, Stefanie Pies, Sebastian Oremek, Kim Armbrüster, Samy Dahmas), the startup-speakers: Marcel Banmann, Pablo Klüppelberg & Ben Decker, Dr. Monika Hauck, Maik Schürmeyer, and Boris Mayer.

PS 2: Here the link to the stream (credits to Lars Rückemann for posting it on LinkedIn): https://lnkd.in/e4T857_N


Why Europe Needs an “Artificial Intelligence Airbus company”

Dear guest!

Yesterday I was part of the opening of the Gen AI-Lab by Ecodynamics in Düsseldorf – An event hosted by CEO Hamidreza Hosseini that implemented several new insights into my brain, namely: my neural network. Which of course was, as the foundations of Deep Learning distribute to a growing number of people, the blueprint for GenAI. Artificial neural networks are the core of Generative AI and Large Language Models a central part of it; Hamidreza talked a little about it at the Startplatz in the Media Harbor of the state capital (Thanks also to Lorenz Gräf for his introduction).

We also learned about Large Language Models (LLMs), and got a deeper look at the powerful performance of ChatGPT-4 (available in the Plus plan for $20 per month by OpenAI). And it is no longer a chatbot anymore, although the most powerful today as the CEO of Ecodynamics pointed out, but expanding with its 1000+ plugins and including models into e.g. a multilingual personal assistant, a painter with DALL·E 3, and a data scientist (see “Speak” in the plugin store and “Advanced data analysis” in the ChatGPT-4 menu).

Once again this event, the experience of Hamidreza Hosseini and Stefania Kalinska (COO Ecodynamics), as well as of what some of the participants said about the restrictions and fears of using ChatGPT in their companies, made it clear, that Europe and Germany are lagging behind in this technology that is changing the present and shaping the near future. And of course not only in the development of own tools and Large Language Models for a corporate and scalable application of GenAI (although there are some promising approaches like Luminous by Aleph Alpha in Germany or Mistral AI from France [1] (see hugginface.co for more on AI and LLMs) – But also in the application of the leading GenAI ChatGPT.

One reason, we learned and imagined, is the fear of many managers to implement it mainly grounded in the strict German and European data protection regulations and laws. But this should not be the case, said Mr. Hosseini, because running ChatGPT on servers in Europe and people from Microsoft Azure, for example, make sure that the chatbot complies with the General Data Protection Regulation (GDPR). Just like today with corporate data in the clouds of the Windows inventor, Google, or Amazon’s AWS. So the enterprise dependency is already there – and so is the GDPR match.

But as I am a friend of Open Source, freedom, independence and competition, we should not have only one pair of shoes for the walk into the future! Or as Hamidreza said: A hybrid or different LLM solution for applying GenAI could be better in special company cases. Although from the Silicon Valley as well, Anthropic’s model Claude is a promising candidate to challenge OpenAI, since some of its leading people came from the ChatGPT company. And certainly Anthropic’s funding in the last months with more than 5.5 billion US dollars ($4 billion from Amazon) and its partnership with AWS help to cut a big piece from the GenAI cake in the near future. [2]

This brings me to the question, what Europe and Germany can do in getting on strongly and fast with GenAI – and not lose out on another disruptive technology. As the “chip war” has started already, another insight from my trip to Düsseldorf yesterday, it came to my mind, that Germany, France, and other countries in Europe are obviously not big enough to compete alone with the overwhelming US tech companies, and also with the Asian giants. And even if such an initiative from the Dieter Schwarz Foundation and Aleph Alpha in Germany in building the Innovation Park Artificial Intelligence is of course a step in the right direction, this may be too small to compete with the tech giants. [3]

So the call of the hour might be to bring together forces from Europe like the Innovation Park Artificial Intelligence, Mistral AI from France, and other European AI actors and companies. And we have a very good role model for this, going back to 1970: In those days the foundations were laid for an aerospace company that very successfully challenged the dominant Boeing Company. We are talking about Airbus, of course, and the European company is number one or number two in this industry, depending on the criteria. [4, 5]

Therefore: why not join European forces to create a true champion from the continent that has influenced the world more than any other place throughout history? Our common heritage, our diversity, but also our ability to work together without borders and by valuing our not so different cultures (as seen from a global perspective) are a solid basis for such a goal. And money is there too. Hence it is time for an “Artificial Intelligence Airbus company”!

And I hope and am optimistic that this will happen. Why? Because there are a number of people who are working towards spreading the Gen AI spirit. Hamidreza and his team are one of them! What about you?

Many greeting and all the best,

Stefan Klemens

PS: Want to exchange ideas on people analytics, digital assessment or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳


[1] https://techcrunch.com/2023/09/27/mistral-ai-makes-its-first-large-language-model-free-for-everyone
[2] https://en.wikipedia.org/wiki/Anthropic#Claude
[3] https://www.dieter-schwarz-stiftung.de/aktuelles/aleph-alpha-und-ipai-verkuenden-umfangreiche-partnerschaft.html
[4] https://en.wikipedia.org/wiki/Airbus
[5] https://de.statista.com/themen/5179/airbus-vs-boeing/#topicOverview


A first draft of this article was improved by Deepl’s function “Write”, an AI company from Cologne, Germany.

The heading picture was created with Stable Diffusion, the painting GenAI developed by researchers from the L. M. University of Munich.


HR Data Science: Salary Prediction at Trivago and StepStone

Dear guest!

On Tuesday evening, 29th of August 2023, I was at the Düsseldorf Data Science Meetup at Trivago, the Online search company for hotels, in their extraordinary headquarters in the Medienhafen of Düsseldorf, my birth city.

I left my office in Solingen early in the afternoon that day since I met with my business friend Dominik Rühl before the event – and walked in the sun from the Düsseldorfer Landtag (state parliament) at the Rhine to our meeting point at UCI cinema near Trivago.

Stefan Klemens with Dominik Rühl at the meetup. Foto: Stefan Klemens

It was good to see Dominik after about five years – And we had a fruitful exchange on our common topics artificial intelligence (AI), recruitment, skills, and digital assessment as well as some private issues. He is now working as a HR & Recruiting Manager at Advance Business Partner GmbH based nearby in the city of Neuss on the other side of the Rhine. The consulting company focuses on mobility services in different areas like recruitment, innovation, and transformation management.

Although the summer and weather this year in Germany is pretty unstable, we enjoyed sitting outside with our drinks at unique brewery bar Eigelstein.

Find out more about the Düsseldorf Data Science Meetup Group with its interests in Data Science, Machine Learning and Python/R, on this website.

Arriving at Trivago

The Trivago building as seen from the north-east of the Medienhafen Düsseldorf. Foto: Stefan Klemens

At 6 pm it was time to walk to nearby Trivago building, finished in 2018. The individual modern styled entrance area and the café behind offers a glimpse on how the interior of the building is decorated (see this article and this article about the New Work culture at Trivago and the architecture of the headquarter´s spaces.)

Surprisingly we, with another guest, were the first participants arriving (ok, it was half our before the official start and talks started even later), but were soon picked up by Gina from Trivago. Together we (and a cart full of pizza in yellow boxes for the data people) were lifted by one of the elevators to the top floor for the location event.

A stunning view to the south-west skyline from the roof terrace reached our eyes, and Dominik, the coming participants, and me enjoyed drinks and pizza before the event started at 7 pm.

Our co-host Aida Orujova gave us a very warm welcome, she introduced the speakers, and broke the ice by asking who is from data science, who is from engineering, and who just there to know more about salaries.

Co-host and moderator of the evening Aida Orujova welcoming the Data Science crowd. Foto: Stefan Klemens (with approval of the her)

First talk: Alexander Fischer, Trivago

Alexander Fischer from Trivago started with his talk about is passion for the programming and statistics software R, and his (and the economists´) “Swiss knife” methodical approach for prediction outcome variables: Linear Regression. He showed how he and his team used this classical algorithm with packages R´s fixest, and PyFixest to predict wage by using the variables education and ability (e.g. intelligence).

In his presentation of the problem in doing that (“The error term is correlated with the dependent variable”) he referred to a recent study using data from 59,000 Swedish men published 2023 by Marc Keuschnigg, Arnout van de Rijt, and Thijs Bol in the European Sociological Review (number 20, pages 1-14), titled “The plateauing of cognitive ability among top earners” (online article published here on January 28, 2023).

Since AB-Testing (or randomized experimental and control group design) is not feasible in the model (sending randomized individuals in one group for example one year more to college) the classical solution in Social Sciences and Psychology are Quasi-Experiments which were first introduced in the literature by standard book “Quasi-Experimentation: Design and Analysis Issues for Field Settings” written by Cook and Campell (1979).

As a solution for not manipulation experimental the years of education as predictor of the wage Alexander used therefore a variable called “distance to college” as a natural differing factor between people regarding their years of education.

The data scientist from Trivago further pointed out in his “The Secret Sauce” slide that taking the role of companies into account in the corresponding regression model, the computation is quite demanding (millions of employees, thousands of companies, 20 years of data) – But he presented of course a solution for it (and that was not Spark!).

At the end with the help of programming language Python and package PyFixest Alexander showed that the prediction of salary can be done, and he answered the questions of the audience.

Second talk: Michael Matuschek & Tim Elfrink, StepStone

In the second talk this evening we learned from Michael Matuschek and Tim Elfrink how StepStone is predicting the salaries of all kinds of jobs for their salary products.

Michael begun the session, and gave an overview about StepStone´s salary products include the Salary Planer, Salary on Listings, and Auto-generated Salary SEO pages.

As a result of a 2020 study and further research before it turned out that salary is for 96 % of the respondents the most important criteria when choosing a job (flexible working ours, career & training opportunities, and corporate culture, reach only 90 % resp. 91 %).

Michael Matuschek with Tim Elfrink from StepStone answering a question from the audience. Foto. Stefan Klemens. Thanks both for their approval of the picture!

Michael told us also about the challenges in prediction salary at StepStone regarding data distribution and features (more white collar jobs and little part-time data for example) and: The gender pay gap, quality assurance, feature engineering, the underlying model and the used algorithm, as well as the metrics (main business KPIs) accuracy and generalisation.

After him Tim Elfrink took the mic and explained the broader infrastructure of the predicting IT system with AWS and the auto deployment of the model. Further subtitles of his presentation were for example: Creating scalable infrastructure and development environment.

A number of questions (and some hints for improving their model) came from the participants, and Michael and Tim were happily answering them.

Closing, socks, and outlook

At 8.30 pm presenter Aida Orujova returned to the stage again and thanked all guests and speakers for being there. As several others I took the chance to talk with some participants (see header picture), before I needed to catch my tram to travel home.

Trivago-Logo in front of the building after sunset. Foto: Stefan Klemens

My second Düsseldorf Data Science Meetup was another wonderful experience (read about my first here), and the scheduled next event in October 2023 is of course on my list.

Oh, one last thing (we learned this from the apple guy, right?) I did not mention yet. Before the start the participants could grab one, two, or three promotional gifts from Trivago as shown in the picture: One for using your hand to write (still common among a few people I was told), one for storing big data in a small piece of metal, and one to keep your feet between 28 ° C and 33 ° C (surface temperature of the extremities as I learned writing this sentence) when external temperatures fall in later autumn.

Promotional gifts for the participants of the Düsseldorf Data Science Meetup from Trivago. Foto: Stefan Klemens

As I like to test digital and analogue things (I have high scores on openness to experience (see the Big Five Personality Traits) and curiosity which is one of my signature strengths according to the VIA-Model), the usefulness of the trivagonian socks to prevent cold toes needed to be proven also.

Note: If you like to know more about psychological traits and psychometric assessment of these for HR recruiting, selection, and development, then click on my work as a Work Psychologist as presented here: https://www.digitalassessment.de/

I can say that my feet got warmer but the real test of course – and perhaps then like a case study (N = 1) with more treatments like a stepstonian, a sipgatian, and quantopian fabric as well a control (no treatment, that is walking without socks! preparing for that right know!) – will be conducted in colder times which are coming soon to Germany. I will report on it! 😉 And perhaps you wanna join the experiment to lift the “N”, so results will be more valid?

Me testing the Trivago socks: And I am smiling realizing the double meaning of the words and symbols matching the two main areas of the company. Foto: Stefan Klemens

With this of course rather funny ending, I thank very much the organizers and speakers for this evening, and Trivago for hosting the meeting! Will we see us next time on a Düsseldorf Data Science Meetup (or another place if you like)?

Many greeting and all the best to you!

Stefan Klemens

PS: Want to exchange ideas on people analytics, digital assessment or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳


Hilden Entrepreneur Day (Unternehmertag) 2023 on September 21

Dear guest!

Today I would like to draw your attention to a local event with a special guest that will happen on Thursday, 21 September this month in Hilden, a midtown nearby the East of Düsseldorf with western borders to Solingen: The Hildener Unternehmertag (Hilden Entrepreneur Day) 2023.

And I am looking forward to attend this exiting business and meeting hosting a well-known expert on international relationships starting at 16:00 h (doors open at 15:30 h):

Dr. Christoph Heusgen, born in Düsseldorf and grown in Neuss (west of Düsseldorf), Chair of the Munich Security Conference, Professor of Political Sciences at the University St. Gallen, and former advisor to Ex-Chancellor Angela Merkel, will be speaking about “The New Foreign and Security Policy Challenges for Germany”.

After his talk there will be a discussion at 16:30 h with the audience and a get-together at 17:30 h.

See this website for more information and registration: https://www.hilden.de/de/wirtschaft-bauen/wirtschaftsfoerderung/unternehmertag/

The Hildener Unternehmertag 2023 is organized by four partners: Hildener Industrie-Verein e.V., Wirschaftsförderung Stadt Hilden, Stadtmarketing Hilden GmbH, and Gewerbepark-Süd.

Are you going there too? Then let´s connect, meet, and talk.

Have a nice day and best wishes!

Stefan Klemens

PS: You want to exchange ideas on People & HR Analytics, digital assessment or artificial intelligence (AI) in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳


7 People & HR Analytics Conferences till the end of 2023

Dear guest!

When Google launched their now famous Project Oxygen in 2008 (see this article for an overview) which was aimed to answer the question what makes a great manager, HR Analytics and HR Controlling (including predictive and advanced analytics) where already happening in a few companies – As well as quite a long time within the Work & Organizational Psychology research and connected disciplines.

Furthermore around 10 years ago some professional books had been published on how to use and deal with HR Data in order to improve companies´processes and results (see for example the publications from Jac Fitz-Enz or John W. Boudreau).

The influence of Google on People Analytics

But it was at that time the fast growing search engine startup from the Silicon Valley, and Laszlo Bock, Google´s former Senior Vice President of People Operations, who pushed People Analytics (together with others) to the world of business and Human Resource Management by his talks.

Lazlo also wrote the very readable bookWork Rules! Insights from Inside Google That Will Transform How You Live and Lead” about his experiences at Google. I bought the English edition when it was published in 2015, so I wouldn’t have to wait for the German edition; and most times it is better to turn to the original writing.

Nowadays People & HR Analytics including workforce analytics, talent analytics, and human capital analytics are well established in bigger and some medium-sized companies – And the need for collecting and analyzing HR and business data in an util way to implement new solutions and reach determined goals is still growing.

A growing number of conferences and exhibitions

One indicator for that development are the number of technology and data sessions at HR conferences and exhibitions, and specialized events on these topics – And because of their close connections and data-driven approaches these events take into account also the not so new but hot discussed tools and methods of Machine Learning, Deep Learning, and (Generative) Artificial Intelligence.

This is indicated by the following list, where I have put together 7 conferences and exhibitions focusing on People & HR Analytics including Artificial Intelligence which will be held between September and December 2023.

There are naturally major HR events coming up like the Zukunft Personal Europe 2023 in September as well as the HR Technology 2023 in Las Vegas and the UNLEASH World 2023 in Paris (both in October), which are going to host a bunch of sessions with these analytics topics too.

But for the reason of concentrating on those specialized HR events, and to keep my list short and clear, I did not enclose the extensive ones in my collection However I will cover them in separate newsblog articles as I did here already for the most traditional German HR summit at the Cologne fair.

7 upcoming People & HR Analytics events

But enough of my preface, here is the list with seven upcoming People & HR Analytics events from September to December 2023 you did expect by clicking on this article:

People Analytics World Amsterdam
7 September 2023
Amsterdam: DoubleTree Centraal Station
Organizer: Tucana Global SLU

Please note: You might want to check out this newsblog article about the event in the dutch capital.

HR Analytics Summit
7 September 2023
London: The Barbican Centre
Organizer: Dynamic Business Leaders

HR Leaders People Analytics Summit 2023
21 September 2023
Online Conference
Organizer: HR Leaders

Swiss HR Analytics Event
28 September, 2023
Online Conference
Organizer: Swiss HR Analytics

HR Analytics & AI Summit 2023
26 – 28 November 2023
Berlin: Titanic Chaussee Berlin
Organizer: we.CONECT Global Leaders

CIPD People Analytics Conference
11 – 12 October 2023
London: The Montcalm London Marble Arch
Organizer: CIPD

People Analytics Conference 2023 Winter
1 December 1 2023
Online Conference
Organizer: Edunomica

Final remarks

If you are into People & HR Analytics like me, then you probably know most of the conferences´ names, went to one or more in the past, and/or are traveling to some soon.

And although I often strive for integrity, the list is not complete And this was not my goal neither. I will have probably missed some events, so feel free to reach me, if another People & HR Analytics should enter into it: I will gladly add your proposal.

Have a nice day and best wishes!

Stefan Klemens

PS: You want to exchange ideas on People & HR Analytics, digital assessment or artificial intelligence (AI) in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳