May 2020

A New Landscape 2020

A New Landscape for 2020: How Businesses Must Respond to New Data Privacy Regulations

Around the country, sweeping data privacy regulations are compelling businesses to rethink every aspect of their data governance capabilities.

If your organization complied with General Data Protection Regulation (GDPR) standards set by the European Union in 2016, you may have a head start. However, compliance with the GDPR will not be sufficient for compliance with the new state regulations. If your data lifecycle management process hasn’t changed in recent years—or if you never had a holistic, company-wide process to begin with — it’s time to stop kicking that can down the road.

Our new infographic shows you how three states are changing their data privacy landscape. You’ll also see steps your company can take to avoid unexpected penalties in the future.

California Consumer Privacy Act (CCPA)

  • Enacted in 2018, the California Consumer Privacy Act (CCPA) requires transparency concerning the hosting and exchange of personal data, which includes a range of individual, or household, identifiers.
  • As of July 2020, companies have 30 days to comply once notified of a violation; otherwise they are subject to civil penalties of up to $2,500 per violation and $7,500 per “intentional violation.”

Act to Protect the Privacy of Online Consumer Information (Maine)

  • Maine’s Act to Protect the Privacy of Online Consumer Information requires broadband internet service providers (ISPs) to obtain customer consent before selling or sharing their data with a third party.
  • While the CCPA gives customers the right to opt-out, Maine’s law prohibits ISPs from using customer data unless the customer opts in.

Stop Hacks and Improve Electronic Data Security Act (New York)

  • The Stop Hacks and Improve Electronic Data Security Act (SHIELD Act) requires any businesses that maintain New York residents’ private information to take concrete steps intended to prevent data breaches.
  • To comply, businesses must take reasonable protective measures, including:
    • risk assessments
    • workforce training
    • incident response planning and testing
  • Failure to implement a compliant program is enforced by the New York State Attorney General and may result in injunctive relief and civil penalties.

Federal Privacy Laws

The United States does not yet have a comprehensive federal-level privacy law that reaches the scope of the GDPR in the European Union. Still, there are several vertically focused federal laws that businesses must be aware of if they deal with private consumer data. These include:

  • Privacy Act of 1974: Gives individuals a way to access and correct their records, and sets forth various agency record-keeping requirements.
  • Health Insurance Portability and Accountability Act (HIPAA): Regulates the collection and disclosure of patient health information and requires health care providers to protect data from unauthorized use.
  • Children’s Online Privacy Protection Act (COPPA): Enforced by the Federal Trade Commission, outlines the appropriate use of information of children under the age of 13.
  • Gramm-Leach-Bliley Act (GLBA): Requires financial institutions to protect customers’ data by limiting how information is shared with third parties.

Steps Toward Compliance

Your organization’s data quality and data governance team should discuss your approach tomanaging data assets. A methodical approach to making sure your organization is compliant will involve the following process:

  • Determine how much data exposure is present in your environment and which state/federal rules apply to your business.
  • Determine who in your organization needs to be involved and to what extent.
  • Identify the utilities and software solutions needed to facilitate compliance.
  • Identify the processes required to move toward compliance and the options you have to maximize your investments.
  • Build a roadmap toward compliance with minimal requirements and timeline.
5 key questions to ask about an onboarding solution

5 Questions to Ask About an Onboarding Solution

The COVID-19 pandemic has reshaped the job market, with unemployment numbers not seen since the Great Depression. More than 36 million people are currently unemployed. A critical question now: when businesses begin hiring again, how will millions of people be vetted and onboarded efficiently?

Many companies are preparing for mass hiring, which means mass onboarding. The challenge? Most onboarding processes are still manual—reviewing I-9s and W-4s, validating direct deposit information, entering data into multiple systems, notifying departments, and managing training schedules. The process is slow, error-prone, and overwhelming at scale.

That’s why organizations are turning to automated onboarding solutions. But not all solutions are equal. Here are five questions to ask before choosing one.

1. Can it recognize and organize paperwork?

New hires often send poorly labeled documents like “scandoc2020-04-17”. When you’re dealing with a handful of employees, it’s a nuisance. With hundreds, it becomes a nightmare.

Your onboarding solution should:

  • Read and categorize emails and attachments.
  • Identify form types automatically.
  • Route documents to the right system or department without manual review.

2. Does it catch mistakes, inconsistencies, and blanks?

Errors like “Tommy” in one form and “Thomas” in another, missing phone numbers, or unsigned W-4s slow down the process.

Look for a solution that performs:

  • Data validation checks.
  • Consistency reviews across forms.
  • Semantic checks for completeness and correct formatting.

This prevents small issues from snowballing into big problems later.

3. Will it integrate across systems and departments?

True onboarding efficiency goes beyond collecting forms. Your solution should seamlessly connect with:

  • Payroll and benefits systems.
  • HR and employee profile databases.
  • Security and facilities teams (for access badges, equipment, etc.).

If you still have to send manual emails for every new hire’s key card, the solution isn’t doing enough.

4. Can it learn and adapt?

Basic robotic process automation (RPA) is powerful—it handles repetitive tasks with speed and accuracy. But the real advantage comes when RPA is combined with artificial intelligence and machine learning (AI/ML).

AI/ML can:

  • Adapt to your company’s unique onboarding workflows.
  • Learn from exceptions and apply those insights.
  • Navigate HR systems with greater intelligence.

A strong tech provider should be able to deliver AI/ML customizations in just 10–14 days.

5. Does it handle “the extras”?

Think beyond paperwork. A comprehensive solution should:

  • Identify equipment and supplies new hires need (including protective gear).
  • Automatically schedule training sessions based on job role.
  • Enforce compliance with new workplace safety regulations.

The goal is to automate as much as possible, with HR professionals stepping in only when necessary.

Prolifics Can Help

Meet Leia, our digital employee onboarding officer. Leia completes onboarding in minutes, not days. She can:

  • Identify and process forms and documents.
  • Connect with HR systems.
  • Enroll hires in payroll, benefits, and training.
  • Notify managers, security, and facilities.

Leia helps you manage applicant volumes, reduce errors, and speed up onboarding—leading to happier managers and new hires.

📩 Connect with Leia at solutions@prolifics.com.

employee onboarding post-COVID

Onboarding in the Current and Post-COVID-19 World

The COVID-19 pandemic has triggered a massive shift in the global job market—from record-low unemployment to millions suddenly out of work.

A recent Guardian article highlights the severity of the situation:

“The latest figures from the U.S. Labor Department mean more than 36 million people have filed for unemployment benefits in the last two months. The rate of claims is slowing, but the record-breaking pace of layoffs has already pushed unemployment to levels unseen since the Great Depression of the 1930s.”

This situation raises two important questions:

  • Is anyone hiring during this time?
  • When the pandemic eases, how will millions of people rejoin the workforce?

Hiring Now – and a Glut on the Way?

While the pandemic has disrupted several industries, others continue to hire actively.

The Glassdoor blog “54 Companies Actively Hiring During COVID-19” (by Dominique Fluker, May 1) lists organizations filling roles — with some even experiencing a hiring surge.

Industries with high demand include:

  • Healthcare and life sciences
  • Technology and IT services
  • Food and essential goods
  • Financial institutions

Local news outlets also report numerous openings in regional markets, providing a ray of hope amid uncertainty.

As for the post-pandemic future, HR departments are already planning for a changed landscape. According to Roy Maurer, Online Manager/Editor for the Society for Human Resource Management (SHRM), in his article “CHROs Plan for an Abundant Talent Market Post-COVID” (April 22, 2020):

“The employment situation has shifted dramatically in the last few weeks since the coronavirus outbreak shut down large portions of the economy. HR leaders have had to pivot from recruiting amid the lowest unemployment on record to managing a sea change in how people work while planning for a very different post-COVID future.”

He adds that a talent surplus could be one of the biggest challenges for HR and talent acquisition teams.

Technology Is Key to Getting People Back Onboard

Digital transformation is at the heart of post-COVID recruitment and onboarding.

In the HR Technologist blog “15 Tips to Hire Talent Post the Coronavirus (COVID-19) Pandemic,” Jeanniey Mullen, Chief Innovation Officer at DailyPay, emphasizes:

“Industries need to immediately shift to a heavy reliance on digital for all aspects—from recruitment, interview, onboarding, and even termination pay.”

She explains that anticipating a re-emergence means focusing on digital-first processes to ensure continuity and resilience.

Similarly, Kimberly Houston, in her JotForm article “Online Onboarding and Training for New Employees During COVID-19” (April 29, 2020), notes:

“We’re living in a new reality — one where online onboarding and training for new employees is no longer simply a perk or a tool for tech-savvy companies, but the new normal.”

This highlights the growing need for cloud-based HR solutions and AI-driven onboarding systems that can match pre-pandemic efficiency levels.

Why Current Onboarding May Not Be Up for the Task

Despite advancements in HR tech, many companies still rely on manual or paper-based onboarding.

This includes processes like:

  • Entering data into different HR systems
  • Completing forms such as W-4s, I-9s, and payroll information
  • Assigning equipment and access
  • Setting up new-hire training paths

Without digital automation, organizations risk lost time, higher costs, and reduced productivity — especially during large-scale hiring surges.

To remain competitive, companies must embrace technology that simplifies and accelerates onboarding while ensuring compliance and accuracy.

How AI and Automation Simplify Employee Onboarding

The post-COVID era demands speed, scalability, and accuracy. Intelligent automation can help by:

  • Streamlining form recognition and data input
  • Integrating seamlessly with HR, payroll, and training systems
  • Improving data security and employee satisfaction
  • Reducing administrative workloads

By adopting AI-driven onboarding, organizations can deliver a faster, more personalized employee experience and free up HR teams to focus on strategic tasks.

Prolifics Can Help

Meet Leia — your digital Employee Onboarding Officer.

Leia automates the entire onboarding process in just two minutes. She can:

  • Identify and process HR forms and documents
  • Connect with multiple systems (payroll, benefits, training)
  • Notify facilities, IT, and security teams automatically
  • Ensure data accuracy and compliance

Leia helps manage applicant volumes, reduce manual errors, and accelerate onboarding — creating a smoother experience for managers and new hires alike.

Connect with Leia at solutions@prolifics.com to see how she can help you onboard faster and smarter.

Cropped shot of young female doctor explain symptoms to her patient with tablet

ONC/CMS Compliance: How FHIR and the MyHealthEData Initiative Are Changing Access to Patient Data

Patient data is at the foundation of any well-functioning healthcare system. Physicians cannot make well-informed diagnoses, patients can’t choose the right care, and payers can’t make strategic financial decisions without the right information.

The last decade or so has seen an explosion in the use of health information technology (health IT) to store patient data. In 2008, 9 percent of hospitals could demonstrate meaningful use of electronic health records (EHR). In 2018 this had risen to 96 percent.

However, a key barrier preventing full use of this data within the healthcare ecosystem has been a lack of consistency and rigor in data format. This has, in turn, meant a lack of data ‘interoperability’: An inability for different IT systems to exchange and make use of the data.

Thankfully, this is beginning to change.

Here we look at two key initiatives, the Fast Healthcare Interoperability Resources (FHIR)specification, and the federal government’s MyHealthEData initiative. Both these initiatives, especially through the new Interoperability and Patient Access final rule, are transforming the ways in which health data can be used by patients, providers, and payers.

What is FHIR?

In order to advance the interoperability of healthcare data, Health Level 7 introduced the FIHR (pronounced ‘fire’) specification. In recent years it has become one of the most popular protocols for promoting the free exchange of health data.

In simple terms, FHIR is a framework which sets common standards for the exchange of healthcare information via Application Programming Interfaces (APIs). It determines both the way in which data is shared, as well as what that data looks like. The current release of FHIR defines 145 APIs, and ensures common definitions of core healthcare concepts such as patient and practitioner, clinical observational data, diagnostics, and healthcare financials.

What are the potential benefits of FHIR?

FHIR enables data interoperability, but why is this so important? Key benefits of FHIR include:

  • Empowering patients. FHIR promotes standardized health information which can improve clinical diagnostics, and improve the basis on which patients make their own healthcare decisions;
  • Reducing the financial/economic burden of healthcare. The United States has the highest health care costs per person in the world. Our annual health insurance premiums average $19,616 per family (according to the Kaiser Family Foundation). Transparency of cost information means a more competitive market and, eventually, lower costs for all of us;
  • Unlocking the power of data. FHIR means healthcare datasets which are suitable for data analytics and AI applications. Enormous datasets can be analyzed to predict conditions based on common symptoms, recommend medications or procedures, or identify where resources are being mis-used.

What is the MyHealthEData initiative?

FHIR provides a key tool for building healthcare data solutions. But it does not, in itself, require any actor in the healthcare ecosystem to do anything. This is where various government initiatives come into play.

The 21st Century Cures Act became law in December 2016. Through this law, the Office of the National Coordinator for Health IT (ONC) and the Center for Medicare & Medicaid Services (CMS) were directed to develop policies that support and encourage interoperability in data exchange, and prohibit blocking of patient data access.

In March 2018, the Trump government demonstrated that it, in turn, supported interoperable patient data with the MyHealthEData initiative: An initiative with the stated aim of promoting data interoperability in order to:

  • empower patients through access to their own data;
  • increase competition; and
  • encourage innovation.

Initially, the focus was on encouraging private actors to adopt data interoperability voluntarily. Note also that the initiative was specification-agnostic: It did not mandate the use of FHIR.

The sole compulsory data sharing policy, to date, has been Blue Button 2.0 .An API, utilizing FHIR, which contains four years of healthcare data for Medicare beneficiaries.

What is the Interoperability and Patient Access final rule?

CMS confirmed on April 21 that it is expanding data interoperability through the Interoperability and Patient Access final rule (CMS-9115-F, ‘the rule’). This rule regulates the Medicare Advantage (MA), Medicaid, CHIP, and Qualified Health Plan (QHP) issuers on the Federally-facilitated Exchanges (FFEs). That is, it regulates the activity of CMS-regulated payers.

The rule contains a range of policies that improve data accessibility and interoperability within the healthcare system. We consider each policy in turn:

  • The Patient Access API (applies from January 1, 2021): This requires CMS-regulated payers to share claims, cost, clinical and identification data, with patients. Through this API, the patient can transfer their data to other parties via a third party application of their choice. Patients could utilize this data in changing their healthcare plans or changing providers;
  • The Provider directory API (applies from January 1, 2021). This requires CMS-regulated payers to make their provider information publicly available;
  • Payer-to-Payer Data Exchange (applies from January 1, 2022). This means that CMS-regulated payers are required to exchange core healthcare data with other payers, where requested to do so by the patient;
  • Digital Contact Information (applies from late 2020). Under this provision, any providers that do not update their contact information (including FHIR API information), in the specified national registry, will be publicly reported;
  • Admission, Discharge, and Transfer Event Notifications (applies from fall 2020). This requires that patient event notifications (admission, discharge, and transfer information) be shared by Medicare and Medicaid participating hospitals with primary care providers and certain other specified parties.

You can read more about the new rule here . Note, as explained on the CMS site, the enforcement of these new policies has been delayed for six months due to the impact of COVID-19.

In Conclusion

Unlocking data through interoperability standards, such as FHIR, has the potential to transform the healthcare system, both in terms of health outcomes and the financial burden of healthcare. Both the current and previous federal administrations have promoted this outcome via the 21st Century Cures Act and the MyHealthEData initiative respectively. With implementation of the Interoperability and Patient Access final rule over the next two years, we should expect to see a proliferation of new FHIR solutions enabling better patient, provider, and payer, data use.

Young elegant businesswoman looking through online financial information

CCPA Jump Start

Do you do business with anyone who’s considered a legal resident of California … and do you hold data on California customers that’s categorized as personal identifiable information (PII) under the California Consumer Privacy Act (CCPA)? If so, it’s not too late to ensure your company is compliant with the CCPA.

Being compliant requires a controlled methodology and industry-leading solutions to ensure your company is able to comply with the CCPA mandate both now and in the future. Prolifics’ CCPA Jump Start can get you on the right track.

 

Download your CCPA Jump Start information today

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What Is Hyperautomation?

Hyperautomation ranked #1 in Gartner’s Top 10 Strategic Technology Trends for 2020. Businesses adopting this technology are predicted to lower costs by roughly 30% by 2024. In this guide, we explore hyperautomation and why it holds “significant potential for disruption.”

Understanding Hyperautomation

Definitions vary, but the simplest comes from Leapwork:

“Hyperautomation is the mix of automation technologies and artificial intelligence that, when combined, augment human capabilities, allowing faster, more efficient, and error-free processes.”

It is the convergence of automation tools, packaged software, AI, and machine learning (ML)—a combination that is revolutionizing business process automation. As organizations increasingly adopt automation, hyperautomation represents the next level of innovation.

From RPA to Hyperautomation

Business process automation optimizes individual tasks using a variety of tools. One early innovation is Robotic Process Automation (RPA), which programs software “robots” to replicate rule-based tasks. RPA is scalable, easy to integrate, and reduces human intervention.

Hyperautomation evolves RPA further by integrating machine learning, sometimes referred to as Intelligent Process Automation (IPA) or Digital Process Automation. Unlike standard RPA, these systems can analyze patterns, adapt, and execute processes intelligently.

Key technologies in hyperautomation include:

  • AI and Business Rules
  • Case Management
  • Intelligent Business Process Management Systems (iBPMS)
  • Process Management

Together, these tools enable businesses to go beyond simple automation, creating optimized and intelligent workflows.

Hyperautomation: Collaborative Technology

Hyperautomation isn’t about replacing humans. Instead, it enhances human capabilities, enabling technology and humans to work together. It integrates previously inaccessible data and human-driven processes, automating and optimizing knowledge work for deeper insights and greater efficiency.

Hyperautomation Strategy

Hyperautomation involves sophisticated steps:

  1. Process Discovery – AI identifies processes suitable for automation.
  2. Analysis & Design – Processes are analyzed and optimized for automation.
  3. Automation Creation – Intelligent bots are deployed to execute tasks.
  4. Continuous Optimization – AI monitors processes and refines them over time.

Advanced AI technologies such as Optical Character Recognition (OCR) and Natural Language Processing (NLP) allow businesses to handle unstructured data efficiently. Companies typically combine RPA and iBPMS to automate complete workflows, augmented with AI and machine learning for adaptability and error-free execution.

Benefits of Hyperautomation

Hyperautomation takes traditional automation benefits to the next level:

Cost Reduction

Advanced tools enable better decisions, streamlined workflows, and simplified ROI tracking. Integrating multiple systems reduces IT dependency while increasing digital agility.

Workforce Empowerment

Employees can automate their own tasks, reducing reliance on IT and focusing on higher-value work. Hyperautomation fosters collaboration and engagement.

Enhanced Insights

Intelligent bots provide real-time analytics and actionable insights, enabling faster decision-making and more accurate forecasting.

Operational Efficiency

Hyperautomation creates a data-driven, efficient environment that continuously innovates, streamlines processes, and maximizes human potential.

In summary, hyperautomation allows organizations to fully leverage technology, improve efficiency, reduce costs, and drive innovation—all while empowering employees and enhancing business outcomes.

Business process automation

25 Ways Business Process Automation Can Improve Productivity

Time is money, especially when you are paying premium hourly wages or salaries. In some cases, you can add business process automation to increase your bottom line.

Hyperautomation is even better when you can use it. Hyperautomation combines intelligent process automation such as AI and machine learning automation for discovery, design, analytics, measuring, monitoring, and reassessment of a process.

For business process automation to be successful, everyone in the company must be on board with the process, from the CEO to those who work out in the field and maintenance workers. The BPA benefits are many.

1. Reduced Costs

When you do a task manually, you can do one at a time, and the time it takes you to do it is slower than a machine can do the task. Because it takes longer to do the job, it costs more in payroll. When you use business process automation, you use fewer resources, which means that you can also open up those resources for other processes you cannot or should not automate.

Using business automation tools also improves customer service because you can serve more customers in a shorter amount of time with more reliability. Businesses can see significant automation cost savings in retail, production, and services.

2. Time Savings

When a human performs a task, it takes longer than if a computer or machine performs the task. Another way you save time is the elimination of mistakes.

In addition to saving time, business process automation reduces costly errors. Workflow automation also reduces turnaround times for staff and customers because you can optimize information flow from production through billing and collections. This is a clear example of time-saving automation in action.

3. Increased Productivity

Productivity must grow as your business grows. When payroll funds are limited, growth can stall. Automation for productivity through AI business automation and hyperautomation lets you do more for less while improving reliability in IT, administration, production, and management.

4. Optimization of Performance

You can optimize both your technology and workforce by using process optimization automation. Automating repetitive jobs reduces overtime costs and boosts morale, freeing employees to work on higher-value tasks.

5. Superior Customer Service

Automation in customer service lets you deliver faster, more accurate responses at lower cost. For example, automated systems can handle FAQs, account balances, or business hours instantly—enhancing satisfaction without sacrificing personal touch when it’s needed.

6. Increasing Availability

Business efficiency automation boosts availability by letting systems handle reservations, order processing, or training without waiting for human intervention.

7. Increasing Reliability

With automated reporting systems and database backups, business process automation ensures recurring tasks happen on time and without error—critical for operational continuity.

8. Reduce Errors in Recurring Tasks

Recurring processes like billing, payroll, or inventory updates benefit from automating recurring business tasks for efficiency, reducing errors and ensuring deadlines are met.

9. Increasing Quality

Automation guarantees consistent quality. Whether mass-producing goods or handling niche services, intelligent process automation ensures every output meets the same standard.

10. Metric Visibility

Automated data tracking and automated reporting systems can deliver key metrics daily, enabling fast, confident decision-making.

11. Improve Employee Morale

Shifting repetitive work to productivity automation software allows staff to focus on engaging, skill-driven tasks—improving both morale and output.

12. Improved Operational Efficiency

Using workflow automation improves efficiency by saving time, effort, and resources while maintaining quality and accuracy.

13. Enforce Governance

With business automation tools, every automated task generates a digital trail, making compliance easier and adjustments faster.

14. Increased Predictability

Tasks suited for automation—like simple, rule-based processes—become more predictable and error-free with business process automation.

15. Hiring and Training Automation

Automating candidate screening, onboarding, and skill assessments streamlines recruitment and training, a key AI-powered automation for business growth tactic.

16. Increasing Consistency

Workflow automation to save time and reduce errors ensures customers always receive the same high level of service, strengthening trust and brand loyalty.

17. Payroll Automation

Automation for payroll can cut processing time and costs dramatically while reducing errors and improving accuracy for happier employees.

18. Accounts Payable Automation

Accounts payable automation sorts batches, posts invoices, and reduces multi-day manual tasks to minutes—delivering clear BPA benefits.

19. Accounts Receivable Automation

Accounts receivable automation speeds payment posting, including electronic transfers and scanned checks—helping with reducing operational costs with AI automation.

20. Order Entry Automation

Order entry automation allows scanned invoices to be processed automatically, improving efficiency and reducing manual workload.

21. Tracking Commissions

Commission tracking automation saves time, reduces staff requirements, and prevents costly payout errors.

22. Automate Mobile Order Entry

Automation for productivity enables customers to enter orders directly into your system, increasing speed and accuracy while freeing staff for higher-value work.

23. Automating the Cash Transaction and Reconciliation Process

Cash transaction automation reduces reconciliation time from days to hours, streamlining accounting workflows.

24. Automating Reports and Workflow

Daily automated reporting systems reduce manual effort while ensuring timely, accurate information delivery across departments.

25. Integrating Systems

System integration automation eliminates duplicated work and errors, with benefits like faster legal document processing or benefits of integrating systems with business automation for any industry.

What Is Robotic Process Automation (RPA)?

What Is Robotic Process Automation (RPA)?

Prolifics’ Approach to Intelligent Automation

In today’s competitive landscape, businesses constantly seek innovative ways to reduce costs, enhance productivity, and accelerate digital transformation. Robotic Process Automation (RPA) has emerged as a powerful tool to streamline repetitive, rule-based tasks, freeing employees to focus on high-value, strategic work. When RPA is combined with artificial intelligence (AI) and intelligent workflows, it evolves into Intelligent Automation, redefining what operational excellence looks like.

What is Robotic Process Automation and How Does It Work?

Robotic Process Automation (RPA), often referred to as software robotics, uses AI-powered automation technologies to perform repetitive office tasks traditionally handled by humans. These include data extraction, form filling, file transfers, and triggering workflows across systems like CRMs and ERPs, without requiring API-level integration.

What sets RPA apart is its use of GUI-level automation. This means bots can simulate human interactions, such as mouse clicks and keyboard inputs, across software applications.

Common processes automated by RPA:

  • Data extraction and transformation
  • Invoice and payment processing
  • Report generation and email notifications
  • System-to-system communication

This functionality lays the foundation for end-to-end process automation across enterprises.

RPA and Intelligent Automation

Intelligent Automation (IA), also known as Intelligent Process Automation, takes RPA to the next level. It integrates RPA with AI technologies, business process management (BPM), Business Process Automation (BPA), and analytics to deliver smarter, end-to-end automation.

Key enhancements include:

  • Natural Language Processing (NLP) for interpreting unstructured data
  • Machine Learning (ML) to adapt and improve over time
  • AI-based decision-making to handle exceptions and anomalies

This holistic approach enables businesses to automate not just tasks, but entire workflows with intelligence and flexibility. It also addresses the growing need for hyperautomation strategies in enterprise environments.

RPA and Artificial Intelligence

RPA and AI form a powerful partnership. While RPA excels at automating deterministic, rules-based tasks, AI introduces cognitive capabilities like vision, language processing, and predictive analytics.

When combined, AI-enhanced RPA can:

  • Extract insights from unstructured documents
  • Predict and resolve exceptions
  • Make autonomous decisions based on learned patterns

This synergy powers the shift toward hyperautomation, a strategy that enables end-to-end process automation at scale.

How to Implement RPA in Finance and Banking

Implementing RPA involves several key steps:

  1. Process Identification: Identify rule-based, repetitive, and high-volume workflows ideal for automation.
  2. Bot Development: Use platforms like UiPath, Automation Anywhere, or Prolifics’ custom frameworks to build automation scripts.
  3. Training & Deployment: Configure bots via screen recording or workflow modeling; thoroughly test for accuracy.
  4. Execution: Bots log into applications, execute tasks, handle exceptions, and record metrics.
  5. Scale & Monitor: Bots operate independently, can be scheduled, and are monitored centrally to ensure performance and compliance.

Unlike traditional automation, RPA requires minimal system modifications, making it ideal for working across legacy systems—especially in sectors like finance and banking.

Benefits of AI and RPA for Enterprise Automation

  • Cost Efficiency: RPA delivers fast ROI by reducing operational costs and manual errors.
  • Scalability: Deploy additional bots easily to meet rising business demands.
  • Accuracy & Compliance: Bots follow rules precisely, ensuring higher accuracy and auditability.
  • Employee Empowerment: Teams can shift focus from mundane tasks to innovation and strategy.
  • 24/7 Productivity: RPA operates around the clock, increasing speed and throughput.

These benefits show exactly how RPA improves operational efficiency across departments.

Challenges of Robotic Process Automation Adoption

Despite its many advantages, RPA implementation comes with its own set of challenges:

  • Process Design Complexity: Mapping processes for automation requires precision and foresight.
  • Change Management: Regular system updates may require bot reconfiguration.
  • Maintenance & Monitoring: GUI changes in applications can disrupt bot performance.
  • Workforce Transition: Successful RPA adoption requires reskilling and cultural alignment.

These are common challenges of RPA adoption that organizations must manage strategically.

RPA Use Cases Across Industries

Banking & Finance

  • Account reconciliation, loan processing, KYC verifications
  • Success Story: Prolifics helped a fintech client save over $750K annually using RPA and Intelligent Document Processing (IDP)

Healthcare

  • Claims processing, patient data entry, regulatory compliance

Energy & Utilities

  • Legacy system automation, centralized data workflows, predictive maintenance

Retail & Supply Chain

  • Order processing, inventory management, demand forecasting

HR & Onboarding

  • Automating employee enrollment and onboarding with digital assistants like Prolifics’ bot “Leia”

These are just a few examples of intelligent automation in different industries.

Prolifics’ RPA and Intelligent Automation Approach

Prolifics delivers a full suite of RPA and Intelligent Automation services:

1. Business Process Automation & RPA

  • Development of simple bots and complex AI-integrated workflows
  • Integration of IDP, OCR, and conversational AI

2. Intelligent Automation (IA)

  • Comprehensive end-to-end process automation with BPM and analytics

3. AI-Powered Automation & Agentic AI

  • Use of reasoning agents powered by IBM WatsonX, Salesforce Einstein, and Microsoft Copilot

4. Hyperautomation Strategy

  • Seamless orchestration of RPA, AI, low-code platforms, and analytics for enterprise-scale automation

5. Industry-Focused Expertise

  • Proven solutions across finance, healthcare, retail, energy, and manufacturing

6. Outcome-Driven Delivery

  • Rapid, agile implementations with:
    • Fast POCs (3–4 weeks)
    • ROI-focused automation plans
    • Scalable deployments

This clearly shows how Prolifics uses RPA and AI for business transformation.

Why Partner with Prolifics?

  • Proven Experience: 45+ years in digital transformation and automation success
  • End-to-End Solutions: From RPA to hyperautomation, all under one roof
  • Deep Industry Insight: Trusted by Fortune 1000 clients across sectors
  • Agile & Scalable Delivery: Rapid innovation backed by measurable business value

Conclusion

RPA is revolutionizing how organizations handle repetitive work, enabling them to operate faster, leaner, and smarter. But true transformation lies in understanding what is robotic process automation and how does it work, and moving beyond basic task automation to strategic, enterprise-wide impact.

Prolifics stands at the forefront of this journey offering a future-ready approach that blends RPA, AI, and process intelligence to deliver impactful, scalable solutions. Our experts guide you through how RPA improves operational efficiency and overcome the challenges of robotic process automation adoption with industry-tested strategies.

If you’re ready to elevate your operations, discover how Prolifics uses RPA and AI for business transformation and explore real-world use cases of RPA across finance, healthcare, and retail.

Are You Ready for Employee Onboarding in a Post-Lockdown World?

As stay-at-home orders are lifted and businesses begin to reopen, HR teams face a new challenge: rapid hiring at an unprecedented scale. Organizations are not only restarting operations but also rehiring and onboarding employees at speeds far beyond pre-COVID levels.

The key question is simple but urgent:
Are you ready to onboard employees 10x faster than before?

The New Reality of Employee Onboarding

Traditional onboarding processes were never designed for sudden surges in hiring. Paper-based workflows, manual approvals, and in-person coordination can quickly slow down productivity and create poor employee experiences.

In a post-lockdown world, HR professionals must adapt to:

  • High-volume hiring and rehiring
  • Remote and hybrid onboarding models
  • Increased compliance and documentation needs
  • The demand for faster, more consistent employee experiences

Without the right digital support, these challenges can overwhelm even the most experienced HR teams.

How Digital Workers Support Modern HR Teams

Meet Michele Turko, HR Manager at Prolifics, and Leia, a digital worker designed to streamline onboarding tasks. Together, they demonstrate how intelligent automation can transform HR operations during times of rapid change.

Digital workers can:

  • Automate repetitive onboarding tasks
  • Reduce manual errors and processing time
  • Ensure consistency across employee records
  • Free HR teams to focus on people, not paperwork

This approach reflects real-world HR experience and proven automation expertise, key pillars of trust and operational resilience.

Preparing for What’s Next

Employee onboarding is no longer just an HR function it’s a business-critical process. Organizations that invest in automation and scalable onboarding systems are better prepared for:

  • Future workforce disruptions
  • Ongoing remote work trends
  • Evolving compliance and workforce expectations

Watch the full video to see how Michele and Leia tackle onboarding challenges and how modern HR teams can stay agile in a post-lockdown world.

digital workers

The Rise of Digital Workers: Fueling the Future of Hyperautomation

Digital workers in hyperautomation are reshaping how modern enterprises operate. In today’s fast-paced digital era, speed, scale, and efficiency define business success. Automation is no longer a buzzword—it’s a strategic necessity. It’s not just about replacing manual tasks; it’s about reimagining work itself.

At the heart of this transformation are digital workers—intelligent, software-based entities revolutionizing operations and accelerating the path toward hyperautomation.

From enhancing productivity to solving skill gaps, digital workers in hyperautomation represent the next leap in enterprise automation. Combined with Prolifics’ advanced automation expertise, they enable scalable, intelligent workflows that drive competitive advantage.

What Are Digital Workers?

Digital workers are software agents designed to autonomously perform specific tasks traditionally handled by humans.

Unlike traditional RPA bots that follow fixed, rule-based processes, digital workers are multi-skilled, intelligent, and adaptive. Think of them as digital counterparts to human employees—capable of:

  • Reading emails
  • Updating CRMs
  • Generating reports
  • Managing invoices
  • Onboarding new hires

These workers integrate AI, machine learning (ML), and natural language processing (NLP) to learn, adapt, and make decisions using real-time data.

In short, digital workers are not just task executors—they’re value creators.

The Benefits: Why Enterprises Need Digital Workers Now

1. Unmatched Productivity

Let’s face it, human employees bogged down by repetitive tasks aren’t realizing their full potential. Digital workers eliminate that burden. They operate 24/7 without fatigue or error, performing tasks at lightning speed and scale. This unlocks massive productivity gains and enables your teams to focus on strategy, innovation, and creativity.

2.Fuels Innovation

By taking over mundane processes, digital workers free up brainpower. Your workforce can now prioritize high-impact initiatives, building better products, improving customer experiences, and crafting new revenue models. This human-machine collaboration lays the groundwork for a more innovative, agile business environment.

3. Superior Accuracy and Compliance

One typo in a financial report or a missed step in a compliance workflow can lead to major business risks. Digital workers remove human error from the equation. They follow strict protocols and audit trails, ensuring accurate and compliant outcomes every time.

4. Bridging the Skills Gap

In today’s fast-evolving digital economy, the demand for tech-savvy talent far exceeds supply. Digital workers act as scalable skill multipliers, stepping in when resources are thin or unavailable. Rather than replacing people, they empower organizations to operate at full capacity without overburdening teams.

Enter Hyperautomation: The Next Evolution

Hyperautomation, coined by Gartner, is the orchestration of technologies such as RPA, AI, ML, low-code platforms, iBPMS, and analytics to automate end-to-end business processes.

Here’s where digital workers shine:
They act as the execution engines of hyperautomation, integrating seamlessly with business systems—ERPs, CRMs, and data platforms—to make real-time decisions, adapt to context, and optimize workflows autonomously.

Example:
A digital worker can monitor inventory, flag shortages, initiate purchase orders, seek approval, and update records—all without human intervention.
That’s hyperautomation in action.

Real-World Applications of Digital Workers

Industries are already witnessing tangible benefits from digital workers:

  • Finance: Digital AP clerks validate invoices, reconcile payments, and ensure compliance.
  • HR: Digital recruiters sift through resumes, schedule interviews, and send onboarding documents.
  • Healthcare: Digital assistants process claims, update patient records, and manage compliance paperwork.
  • Retail: Digital workers optimize inventory, automate merchandising, and manage returns logistics.

These digital specialists are already transforming enterprise departments. And as AI and ML continue to evolve, their capabilities will only expand.

Building the Digital Workforce: Tailored, Not Plug-and-Play

Unlike simple RPA bots, digital workers are not one-size-fits-all. They must be custom-built or intelligently sourced to meet an organization’s unique workflows, tech stack, and goals.

At Prolifics, we understand this deeply. Our approach to implementing digital workers is strategic and personalized. We don’t just deploy automation, we assess your needs, design intelligent workflows, and train digital workers to perform in harmony with your people and processes.

Whether you need a digital compliance analyst, a customer service assistant, or a full suite of cross-functional automation, we deliver purpose-built digital workers to amplify business outcomes.

The Future: Human + Machine Collaboration

Despite concerns, the rise of digital workers isn’t about replacing jobs, it’s about reshaping them. As digital workers take over the transactional, repetitive tasks, human employees are empowered to focus on what they do best: innovate, empathize, and lead.

The future workplace is a collaborative ecosystem, where humans and digital workers operate in tandem to drive better results. Together, they unlock new levels of agility, customer experience, and business resilience.

Prolifics + Digital Workers: The Smart Path to Hyperautomation

The question isn’t whether digital workers belong in your business, it’s how soon you can get them working. With decades of automation experience and industry-specific expertise, Prolifics is your ideal partner in building a digital workforce.

We don’t just deliver bots — we deliver value. Our digital workers are:

  • Intelligent: Built with AI/ML capabilities for dynamic decision-making
  • Scalable: Easily replicated across departments and geographies
  • Integrated: Seamlessly connect with your existing systems and workflows
  • Compliant: Aligned with your regulatory frameworks and business rules

Ready to Accelerate Your Automation Journey?

Whether you’re looking to enhance customer experiences, streamline operations, or fill skill gaps, digital workers can be your greatest asset — and Prolifics can help you deploy them with precision.

Let’s talk about how our automation experts can build your digital workforce and drive your journey to hyperautomation. 👉 Explore Prolifics’ Automation Solutions

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