Introduction

Welcome!
We respect your privacy and place great importance on this document, which aims to detail how the O.D. Group, including WannaBi and O.D. Consulting (hereinafter: “the Company”), collects information about and/or regarding visitors to the website, as well as how and for what purposes the Company collects such information. This document is written in the masculine form for convenience only but applies to all genders.
While browsing the website, you may be required to provide us with personal information, and we collect information about you and/or how you use the website. Some of the information provided and collected is personal, and some is anonymous. This privacy policy applies to both personal and anonymous information.
Before using the website and, in particular, providing information, please ensure that you have read the terms of the privacy policy carefully and that you understand them. Your use of the website will be considered as explicit and informed consent on your part to all the terms, conditions, and notices included in the privacy policy. If you do not agree to the terms of the privacy policy, in whole or in part, do not provide information through the website.

Definitions

“Website” – Refers to the website of “WannaBi” and O.D. Consulting, managed and operated by us at www.wannabi.co.il / www.odconsulting.co.il or any other address as may be from time to time.
“The Law” – The Privacy Protection Law, 1981.
“Information” – Refers to personal information and anonymous information, together or separately.
“Personal Information” – Refers to any data or information you voluntarily provide to the Company through the website, which identifies or enables the identification of you personally (such as your name, email address, ID number, payment methods, etc.), as well as any information constituting “information” and/or “sensitive information” as defined by law.
“Anonymous Information” – Refers to statistical information that does not identify or enable identification of the user personally, which is linked to the terminal device the user uses on the website (such as how the site is used, the type of browser, the date and time the user entered the website, etc.).

Consent

In accordance with the law, you confirm that you are aware of and give your informed consent to the following:
The personal information provided by you to the Company on the website is given with your consent and of your own free will, and you are aware that there is no legal obligation to provide personal information. However, you understand and agree that without providing the aforementioned details, in whole or in part, you may not be able to complete your inquiry to the Company through the website, and the Company may not be able to respond to your inquiry.
The personal information you provide to the Company will be stored in the Company’s database(s), and the Company will use it for the purposes specified in this privacy policy, either by itself or through third parties acting on its behalf (and it may transfer it to third parties acting on its behalf, including those outside Israel) for the purposes and objectives detailed in section 5 below.
If you provide personal information of or for any third party, you have obtained all necessary consents according to the law from that third party, and the use of such personal information by the Company in accordance with this privacy policy will not infringe upon that third party’s privacy and/or any other rights.

Receiving User Information

By providing user information on the website, you declare, commit, and agree to the following:
In accordance with the Privacy Protection Law, 1981 (“Privacy Protection Law”), you confirm that the user information you provide on the website (if and when you do so) is correct, accurate, and belongs to you.
You are aware that you are not legally obligated to provide the Company with the user information and/or any other information or data on the website, and the provision of the information is made according to your free will. However, you are aware that without providing contact details, the Company will not be able to contact you in order to provide you with details and/or respond to your inquiry.
By uploading user information to the website, you grant the Company a non-exclusive, unlimited, irrevocable, royalty-free license without payment and without time limit to use the user information, and the Company may use it for the purposes specified herein, and you will have no claims and/or demands (financial or otherwise) against the Company because of this.

Purposes of Using Personal Information

In accordance with the law, you are aware and give your informed consent that the Company collects and stores personal information about you for the following purposes and uses (as may be updated from time to time): (a) to contact you regarding your inquiry, provide and deliver the Company’s services (if and to the extent purchased by the business customer); (b) to analyze and process the business customer’s needs to tailor and improve the Company’s services to the business customer’s needs; (c) for sending direct mailings to the user; (d) for contacting the user for marketing and sales purposes, including sending promotional and/or marketing materials and any other information related, directly or indirectly, to the Company and/or its services, through various media or communication channels.

If you need additional sections translated, feel free to let me know!

Technology in Service of Human Capital
By Andy Friedman, Co-CEO, Co-Founder of WannaBI

Working in a global business hub like London allows me to learn and closely observe the most advanced HR solutions in the world and adapt them to the local market, whether for organizations I work with in Western Europe or in Israel.

Two key events that enable this learning are the world’s largest HR technology conference, HR Technologies London, which attracted around 20,000 attendees, and People Analytics World, a professional conference attended by key figures from leading companies in the technology, food, and banking sectors, as well as People Analytics solution providers.

At these events, I observed an interesting phenomenon: on one hand, technological advancements are creating innovative solutions that allow organizations to unlock business potential by managing human capital data. On the other hand, it seems that organizations are hesitant to implement these solutions. Discussions around this issue raised several insights into the organizational challenges of adopting innovative solutions and the ways in which we can help.

The Future of Work is Advancing—What About HR?
Advancements in artificial intelligence (AI) and People Analytics are bringing many innovative solutions to the HR world. They democratize information, enable comprehensive analysis of massive employment data from endless sources, and offer capability-based job analysis. Additionally, AI provides advanced predictive analytics capabilities: building forecasts and predicting future trends based on existing data—capabilities that were previously impossible.

Another area where innovation is evident is recruitment and screening. In these fields, automated systems now conduct interviews independently, alongside administrative and digital management of the associated processes. These cutting-edge technologies offer flexibility and choice to candidates, allowing them to manage the recruitment process according to their own schedules. Essentially, these innovations automate recruitment processes traditionally handled by people. This technological innovation in recruitment stands out compared to other HR fields.

However, despite the significant benefits technological innovation offers, its actual implementation remains minimal compared to the transformative potential it promises. At the conferences, the dominant players were the large, traditional suites (such as Oracle and SuccessFactors), which emphasized organizational structuring solutions like time tracking and payroll management.

In the field of People Analytics, the dominance also rested with classic solutions, such as creating dashboards that generate business insights or implementing systems that manage real-time data. The focus on these innovative solutions, which enable the optimal use of data, was limited compared to the change they promise.

Why Are HR Departments Hesitant to Embrace Innovation?
From the conversations I participated in, it became clear that these technologies are ahead of organizations’ ability to adopt them. This gap manifests in several challenges across different domains:

• Poor Data Quality: Organizational databases are often outdated. For example, an employee may have left, but the system hasn’t been updated, or there are errors like incorrect birth dates or gender. These gaps accumulate and limit the solutions’ ability to generate accurate insights.
• Plug & Play Challenge: Because organizations manage their data repositories differently, solution providers struggle to offer Plug & Play solutions that fit all organizational needs.
• Steep Learning Curve: The steep learning curve for implementing these solutions surpasses the organizations’ ability to quickly and efficiently adopt them.
• Ethical Challenges: Where do we draw the line? Today, we can know almost everything about an employee—whether they plan to leave, where their friends work, or what they posted on social media about their feelings at work. This discipline is still forming, and the boundaries are still being defined.
• HR Doesn’t Speak Business: HR often communicates in HR language rather than business results language. This makes it challenging to realize the business potential of these solutions. For example, “We raised salaries, but how does that affect employee productivity? How does the organization benefit?”
• Make or Buy: Large organizations have the ability to develop and supply solutions in-house. However, the cost of in-house development is higher than buying.
• HR Isn’t First in Line: The departments and divisions that benefit from innovation first are those that directly generate revenue, like marketing or business development.
• Technological, Not Business-Oriented: Many solutions focus on the technological aspects rather than the business content, making it harder for organizations to understand how to harness the knowledge and generate business insights from it.

How to Overcome the Challenges and Maximize the Potential of Data?
To realize the potential of these technologies, significant efforts are needed in organizational infrastructure, data refinement, regulation, and cultural integration within organizations. Only by addressing these areas can organizations fully harness innovative capabilities to improve human capital management and gain a substantial competitive advantage.

To overcome the mentioned challenges and adopt innovative human capital management solutions, it’s crucial to become familiar with the most advanced tools and platforms in the field. For example, Microsoft’s Viva, which I believe is the most advanced suite for managing organizational development technologies. I recommend anyone in the field become familiar with it, as it provides solutions for organizational insight, employee management, goal management, and LMS and LXP management.

While tools like Teams are well-known, they are only one component of the broader Viva platform. Familiarity with such innovative platforms can help HR professionals overcome some of the challenges mentioned, like the inability to derive business insights from data and adopt cutting-edge technologies for more effective human capital management.

WannaBI stands by your side to help implement the most advanced People Analytics solutions, enabling you to achieve significant business results through human capital data management, including:

1. Cutting-edge People Analytics solutions, providing automatic responses and benchmarking for about 150 HR challenges. These solutions are tailored for large organizations and have been implemented for 25,000 clients in over 75 countries.
2. Custom-tailored solutions that address specific organizational challenges, generating focused business insights.
3. Plug & Play solutions that provide a full dashboard for managing the entire employee lifecycle within the organization.