With the improvement in technology and AI, there are now ways to identify payroll anomalies using algorithms that rely upon historical data and not just the expertise and judgment of payroll analysts.
Data is the new information currency for organizations, where improved and faster access to analytics can drive decision-making by HR, which sits at the intersection of some of the most critical data concerning talent acquisition, benefits administration, employee communications and performance tracking. Leveraging artificial intelligence (AI) can bring greater power to these areas and help derive real insights, predict trends and identify anomalies that will impact the bottom line over time. But the opportunity to improve quality and efficiency is significant.
Much has been written already about how AI can assist organizations in the recruiting process. Having historical data about employees' performance combined with having detailed requirements around the skills, knowledge and competencies needed for a role can help recruiters and hiring managers pick the candidate that is likely to be the most successful in the role.
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