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Change is never easy, especially when it comes to embracing and adopting cloud-based enterprise applications. But today’s executives (including many CIOs) understand that moving to the cloud offers efficiency, speed, and significant savings.

But what really makes cloud-based applications so different than those built and designed to work on traditional Servers with embedded legacy-type architecture?

ATS Time and Attendance in the Cloud is the most powerful, unified solution available today. It redefines how you modernize, collect employee data, innovate, and compete in a face-pace digital world, delivering comprehensive and integrated cloud services that allow your users to cost-effectively build, deploy, and manage workloads seamlessly and—in the cloud.

Adopting A Corporate Cloud Mindset

Here is why companies rely on ATS Time and Attendance in the Cloud:

Complete and Integrated Platform- Businesses need complete technology solutions that reduce complexity. They want robust time and attendance applications that can fully integrate to a multitude and platforms to deliver a seamless experience.

Open Architecture-ATS gives you more options for where and how you access the cloud. You can run ATS TimeWork OnDemand workloads, and connect third-party apps with those from ATS data centre.

ATS Adaptive Choice-ATS helps you realize the value of emerging technologies, including Big Data, machine learning and artificial intelligence. ATS Time and Attendance in the Cloud helps –infuse business and IT operations with adaptive intelligence, intuitive business processes, and with lower operational cost and complexity.

Sensitive Applications and Data-ATS Time and Attendance in the Cloud enables seamless path to the cloud with layers, throughout every aspect, of your cloud adoption. ATS cloud services make leading technologies available everywhere to organizations large and small.

Deployment-With ATS, deployment tool, you can manage apps through the cloud. ATS Time and Attendance in the Cloud is managed by ATS, so that you can take advantage of the agility, innovation and subscription-based pricing, while meeting data-residency requirements.

ATS product developers and solution experts help you accelerate innovation and successful transition to the cloud. From project planning and deployment to connectivity, ATS— provides the support and services needed so you can maximize the value of ATS Time and Attendance in the Cloud solutions for your business.

To learn about ATS Time and Attendance in the Cloud or to view a demonstration, go to our website. You can also register for one of our bi-monthly webinars. To reach us by phone, call 866.294.2467.

If You Are Job Hunting In 2018, Here Is How The Market Has Changed

February 8th, 2018 | Posted by ATS in Artificial Intelligence | Careers | HR | Recruitment | Talent Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on If You Are Job Hunting In 2018, Here Is How The Market Has Changed)

In today’s world of job hunting the old ways of finding a job no longer works. Of course, we are not referring to automatically getting to the front of the line and being offered a job without so much as an interview, if you know the right people.

If You Are Job Hunting In 2018, Here Is How The Market Has Changed

Whether you are tepidly testing the job market for the first time or have been actively searching for the last several months, here are 5 tips for today’s job seekers, from a blog, written by Julianna Lopez for Business News Daily magazine.

“1. AI is changing the future of work
This should come as no surprise, but AI and automation stand to make a huge impact in nearly every facet of the workforce, but most especially in human resources and finance.

  1. Mobile job applications are getting a modern overhaul
    If you’ve applied for jobs recently, then you know that most application processes and tracking systems seem like relics from the Stone Age, which often make applying for jobs from mobile devices incredibly frustrating. Mobile apply is due for a serious and complete overhaul in 2018. Unfortunately, it will probably take a while for us to see the end results.
  2. Healthcare, tech and labor-intensive roles will grow
    Job creation in 2018 is being driven not only by continuous tech innovations, which will also continue to expand into non-tech industries, but also by significant demographic shifts as well. Many traditional jobs that can’t be easily automated in the near future – such as restaurant waiters, construction workers, and truck drivers – will continue to grow and be a significant source for jobs.
  3. The application and interview process will become increasingly transparent
    While workplaces have strived to increase transparency over the last couple of years, the online job application process remains clear as mud. In 2018, job seekers can expect increased visibility in the application process with real-time application status updates.
  1. Employees will be encouraged to explore their passions through role experimentation

To help reduce turnover and better match proven talent with the most productive roles, more and more companies are looking to create ways to support employee aspirations outside vertical trajectories through role experimentation. This establishes clearer pathways for internal lateral job moves that tap into employees’ changing skills and passions”

Searching and applying for jobs is very different from even 5 years ago. The days of walking into an organization to hand in your resume, is as archaic, as using paper time sheets to track employees time. Most if not all job searches today, happens in an electronic format. If you use some of all of the 5 tips mentioned above, your chances of getting hired will increase exponentially.

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Market Intelligence leader International Data Corporation (IDC) is on the forefront of the cloud and the digital revolution and their evidence-based predictions and analytic reports are much sought-after items. Here are some predictions based on the ever increasing use of mobile devices, the cloud and the non-stop pace of the digital revolution that shaking and shaping today’s business landscape.

Growth of mobile connectivity and today’s workforce

“The U.S. mobile worker population will grow at a steady rate over the next five years, increasing from 96.2 million in 2015 to 105.4 million mobile workers in 2020. By the end of the forecast period, IDC expects mobile workers will account for nearly three quarters (72.3%) of the total U.S. workforce.

Embrace The Cloud And The Digital Revolution Or Go Home

Key drivers behind the growth in the U.S. mobile worker population include the increasing affordability of smartphones and tablets combined with the growing acceptance of corporate bring your own device (BYOD) programs. In addition, innovations in mobile technology such as biometric readers, wearables, voice control, near-field communications (NFC), and augmented reality are enabling workers in completely new ways, increasing productivity by enhancing communications and business workflows. In a recent IDC survey, 69.1% of enterprise mobility stakeholders polled saw a reduction in opex or capex costs as a result of implementing BYOD programs.”

There are many reasons why smart business leaders are adopting cloud-based solutions to propel their organizations. Many of them believe in the future of the cloud computing technology. And,the report by Eileen Smith of IDC reads, in part;

“Fueled by 3rd Platform technologies like mobile, social business, cloud, and Big Data and analytics (BDA), a new era is upon us where technologies and processes that businesses deploy are so tightly linked to their customers and markets that the boundary between the internal operations of the enterprise and its external ecosystem is rapidly disappearing. Business leaders are challenged to move their enterprises to the next level, that of digital business transformation, employing digital technologies like IoT, robotics, and artificial intelligence to create new ways of operating and growing businesses. IDC’s Worldwide Semiannual Digital Transformation Spending Guide sizes the technology and business dollars related to this transformation of business processes. Delivered via IDC’s Customer Insights query tool, users can easily extract meaningful information about technology markets and industries”.

Are you still in doubt about the power of the cloud? Go to our website and download free white papers on the benefit of adopting a cloud time and attendance solution. You can also read customer testimonials on the site and, to reach an account executive by phone call; 866.294.2467.

 

When Hiring Employees Avoid These Blunders

August 1st, 2017 | Posted by ATS in Artificial Intelligence | HR | Recruitment - (Comments Off on When Hiring Employees Avoid These Blunders)

Hiring employees takes a certain type of skill that not many people possess. Some individuals can spot talent immediately, while others rely on recruitment software to help them choose the right candidate.  But does this mean that the hiring process can be subjective? In many ways, yes it is.  When you consider the many variables that must be taken into account when selecting candidates (personal biases being one of the biggest) it’s unlikely that the person doing the hiring will not be affected by his/her personal views, and experience during the interview process.

In her article for ERE MEDIA Top 10 Hiring and Recruiting Blunders by Employers Robin Shea, cautions, that “employers’ recruiting and hiring processes are fraught with legal risks” especially, if you are not aware of the potential landmines that you could step on, while going through the process.

We rearranged the order of those blunders and made a list 5:

Failure to hire the best person for the job: It’s easier to say “thanks, but no thanks” to a bad candidate than to say “you’re fired” to a bad employee. Failures to hire are also generally easier to defend than decisions to fire. So try to put all that nepotism, favoritism, prejudice, and concern about “connections” aside, and choose the individual who seems to have the best education, experience, and ability to perform the job. You can even consider whether the candidate “plays well with others” if you want.

Recruiting or hiring employees using “coherent people profiles” assembled by aggregators like Spokeo:   Spokeo was fined $800,000 in 2012 by the Federal Trade Commission because it gathered all kinds of data about individuals — including race, ethnic background, religion, economic status, and age ranges — and sold the information to employers who used it in making recruiting and hiring decisions.

When Hiring Employees Avoid These Blunders

Use of pre-employment tests that don’t comply with the law: Of course, in the overwhelming majority of jobs, it is flat-out illegal to require a physical or psychological examination before a conditional offer of employment has been made. Other testing — for example, “personality” tests designed to measure honesty and work ethic, “intelligence” tests, or “skills” tests — may be all right, but be careful even with these.

Committing an EEO faux pas in the job interview: Have you ever done this or seen it being done? Asking female candidates (but not male) about their childbearing plans and day care arrangements. Asking minority candidates (but not “majority”) whether they have reliable transportation. Bragging about your “young, high-energy” workforce, which is generally recognized as “code” for age discrimination. Asking candidates about their physical health or fitness, or where they go to church. (Not even where they “worship”!) Telling sexual, racial, ethnic, or religious jokes in the interview.

Failure to involve Human Resources in the recruiting and hiring process: “Oh, but HR is such an obstacle!” Yes, and you should be grateful. Think of HR as your Jiminy Cricket: HR is trying to save you from potentially devastating class action lawsuits and expensive settlements of adverse impact/failure-to-hire claims.

It is hard to believe that some companies today, go through these blunders. It is equally naïve to believe they don’t. And as the process of hiring becomes more efficient, data-driven, and automated by AI and technology, companies need to be more vigilant in ensuring that they are keeping up with the workforce compliance in the jurisdiction in which they operate.

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Manufacturing Is Undergoing Fundamental Change

July 27th, 2017 | Posted by ATS in Artificial Intelligence | Business Intelligence - (Comments Off on Manufacturing Is Undergoing Fundamental Change)

The manufacturing industry has gone through challenging times in the last decade: due in part, to the recession of 2008 and the evolution of artificial intelligence, robotics, and cloud computing to name, but just a few. The manufacturing sector is however, not monolithic, some segments are service based, while others are process including; food production-based, heavy printing, discrete and the list goes on.

Manufacturing Is Undergoing Fundamental Change

In her article for one of the sectors leading publication, Industry Week, titled, The Future of Manufacturing, Becky Morgan writes;

“So what does the future hold for manufacturing? That is a particularly poignant question today, with headlines dominated by protectionism, EU and Brexit, cyber criminals, and immigration and environmental debates. Moreover, the economics of the manufacturing industry are changing right now. The economic life of intellectual property is falling while the dynamism of materials science explodes. Digitization is everywhere, which enables the 3-D printer to increasingly meet the “I want it, and I want it now” aspect of demand. New distribution channels are evolving, influenced by the need for cost reduction and the expectation of immediate supply.

Remember RIM/Blackberry, which made the mistake of saying their phones were for serious business while smartphones were toys? Sony has a similar story with its once-ubiquitous Walkman. Kodak was busy hiring chemical engineers as they wasted the patent on digital photography. Now we can print small parts, production volumes of large parts, and homes with 3D printers. That evolution took over 30 years. Internet of Things is descriptive of the growing reliance on capture, movement and analysis of data to better understand customers, product performance, and equipment status. That evolution is well underway. The next evolution will soon begin.”

It’s worth noting that manufacturing has had to endure a lot of change and yet, it remains, a driving force in many advanced and developing countries.  And, in the world of continuous cloud-based applications, the Internet of Things (IoT), machine learning and all things digital, the future looks bright for the manufacturing business leaders who willing embrace these changes.

To learn more about ATS and its Time and Attendance for Manufacturing, go to our website, where you can download a demonstration, or register for a bi-monthly webinar. To reach us by phone, call: 866.294.2467.

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