I believe that, in the future, we will need people to supervise the systems and train the AI. Actually, we need this now. There will be payroll analysts springing up. We need people to do accurate analysis from the payroll and HR data. If you are afraid that you will be losing your job in the payroll field because of AI, this is because you do not have enough knowledge beyond the calculations. Find out how this or that requirement came to be, which law provides the source and learn the guidelines for those calculations. People who are simply following the formula without that understanding, yes, they will be left behind because they are not developing themselves. For new people in payroll and HR, with little to no experience in the field, I’ve observed that many don’t want to start with smaller tasks and assignments. They want to start with ones that require more experience. If you want to join a payroll operation, you can’t just jump in and do the entire payroll! You have to learn step-by-step.
One compliance director led me to finding the right answers instead of telling me. I learned a lot from that. She asked, “How can you resolve it and how can you see it in a different way?”
Truong Bich Ngoc: While we still need to calculate much of payroll manually, in the near future, there will be much more automation available. More and more, we will rely on systems to calculate payroll. Eventually, just about all the manual tasks will be automated and then HR and payroll can focus on statutory compliance and enhancing employee engagement functions, like recruitment and retention. We can train AI applications to answer questions from the employees about their payroll and about compliance. But we still need to have a payroll person train the AI. If AI is set to automatically scour for the information from the law, it may produce answers that are out- of-date or incorrect.
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ISSUE 17 GLOBAL PAYROLL MAGAZINE
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