During the recent conference on the total awards of Worldatwork in Orlando, the sellers were impatient to talk about how they incorporated AI into their remuneration tools.
The great promise of AI is that it can save time and efforts to professionals on banal and administrative tasks so that they can focus on more strategic projects that do not lend themselves so easily to technology. Compensation is no exception.
Luke Corby, director of professional services at Salary.com, joked that he remembers an era when his boss in a previous company would ask his team to print and make envelopes with 3,000 letters bonus each year.
“I discovered slowly, through this experience, and chatting with other colleagues, that … everyone is not at the forefront of this technology,” he said.
Salary.com and other HR technological companies position themselves to be at the forefront of the AI, and hope that their customers will come for the trip. But all the remuneration professionals are not yet ready to abandon their Excel spreadsheets.
IA investments. Representatives of several conference compensation companies have explained how their platforms now use “agentic AI”, a form of technology that can perform certain tasks and workflows with minimal human intervention.
Salary.com launched an agentic AI tool on April 21 which can analyze employers’ remuneration data and assess whether employees are a risk of theft depending on factors such as performance, hiring and current salary, said Corby. It also has a market analysis component which can give predictions on the importance of pricing policies on the labor market, for example.
Corby said he hoped that companies would adopt agentic AI because he thought she is promising for the remuneration profession.
“The people of the composition are so busy and frantic all the time, and you never become strategic and proactive because it is always chaos,” he said. Having an agent who can make a ping of remuneration about employees who will be affected when the federal or state minimum wage will increase, for example, can help to be released more “visionary and strategist,” he said.
In separate conversations with HR Brew, leaders with Syndio and Payscale remuneration companies also talked about new AI features on their platforms, but have underlined their effectiveness – rather than the improvement of time.
In deployment of AI agents between companies to monitor data such as market prices, internal promotion and attrition rates, and employee engagement surveys, Syndio hopes to help customers make more precise remuneration decisions, said CEO Maria Colacurcio. “With the AI agent, you can consider data throughout the business … in a way that makes intelligent recommendations,” she said.
New Payscale AI solutions are designed to help “facilitate the making of a good decision,” said Sara Hillenmeyer, principal director of society’s data science. “We really think that the value of AI and remuneration is not only to do the work faster. It is a question of making these decisions better, more informed and more confident on the salary.” She said.
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The hesitation of HR. While remuneration platforms like Salary.com, Syndio and Payscale are optimistic about AI, the professionals they welcome to express more hesitation about these new capacities during one of the conference sessions.
“How many people have been satisfied with the tangible advantages that AI can bring from one of the sellers to whom you talked today?” Boyd Davis, CEO and co-founder of the remuneration software company, Payfederate, asked the participants of the session, who focused on assistance to remuneration professionals with a growing workload.
Just a few participants raised their hands to give the sellers an “A” or a “B” on the AI, while most classified them as “C.” At least one participant raised his hand when he gave the “absolute failure” option.
Part of the disconnection between suppliers and customers with regard to compatible AI remuneration tools seems to be a lack of understanding of what technology really does.
After Boyd described an AI feature in the product of his company which helps customers identify the similarities between new and existing work descriptions, a participant noted that “if someone really showed us a real example of what you have just talked about, I think you would have seen much more than the C or D.”
The new world of Pay. Regardless of the skepticism expressed by remuneration professionals during the Orlando session, it seems that AI will probably become more widespread in the field of total awards, according to a recent Korn Ferry report.
Approximately a quarter of companies that the Consulting company interviewed Currently use AI for applications such as compilation and comparative analysis of remuneration data to define salary bands, while 40% of managers think they will use it for other functions, such as basic wages or performance payment – as technology matures.
While more and more companies are kissing AI, HR services will have the opportunity to direct if they are open to adoption themselves, predicted Todd Gershkowitz, Co-PDG of PaysAtandards, an original IA remuneration platform. “The HR function must be the engine of the way [AI] is implemented in the company to ensure that it is not unnecessarily disruptive and that it has adopted the right way, implemented in the right way, “he said.
“We are delighted with this, because it means that HR can not only be an engine of this change in the company … but it can also benefit from it first and be a model.”
