With theimprovement in technology and AI, there are nowways to identify payroll anomalies using algorithmsthat rely upon historical data and not just theexpertise and judgment of payroll analysts.
Data is the new information currency fororganizations, where improved and faster access toanalytics can drive decision-making by HR, whichsits at the intersection of some of the mostcritical data concerning talent acquisition, benefitsadministration, employee communications and performancetracking. Leveraging artificial intelligence (AI) canbring greater power to these areas and helpderive real insights, predict trends and identifyanomalies that will impact the bottom line overtime. But the opportunity to improve quality andefficiency is significant.
Much has been written already about how AI canassist organizations in the recruiting process.Having historical data about employees' performancecombined with having detailed requirements around theskills, knowledge and competencies needed for arole can help recruiters and hiring managers pickthe candidate that is likely to be the mostsuccessful in the role.
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