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Machine learning is a form of artificial intelligence (AI) that enables a system to learn from data rather than through explicit programming. Artificial intelligence is a broad term that refers to systems or machines that mimic human intelligence. Machine learning and artificial intelligence (AI) are often discussed and used interchangeably, but they don’t mean the same thing. An important distinction is that although all machine learning is AI, not all AI is machine learning.

Today, machine learning is at work all around us. When we bank and shop online, or use social media platforms, the algorithms of machine learning comes into play to make the user experience efficient, seamless and secure. Machine learning and the technology around it are developing rapidly, and thus, we are only beginning to scratch the surface of its broad-based capabilities.

ATS TimeWorkOnDemand HCM suite is robust, intuitive and built with future-forward simplicity of machine learning, allowing your organization to work smarter and work seamlessly in the modern cloud. ATS TimeWorkOnDemand HCM suite experience empowers your employees to perform at their full potential and work inspired, helping them accomplish daily tasks — anything from requesting time-off and benefits enrollment to scheduling and managing time and attendance. ATS TimeWorkOnDemand machine learning capabilities, employs rich analytics to predict what will happen — to help organizations make forward-looking, proactive decisions instead of relying on past data.

Here are 3 ways ATS TimeWorkOnDemand HCM technology suite can help your business thrive:

Work in today’s modern cloud
With ATS TimeWorkOnDemand you can automate the employee life cycle and streamline workforce compliance including collective bargaining agreements (CBA) so your people can focus on strategic initiatives that support business goals.

Streamline payroll and other operational costs
ATS TimeWorkOnDemand HCM suite allows your company to streamline tasks and empower your people to get things done in the fewest steps possible — from any place and on any device 24/7, 365 days a year. ATS TimeWorkOnDemand HCM suite automates, employee self-service, time and attendance, benefit accruals, employee scheduling and integration with enterprise resource planning (ERP), human resources information system (HRIS), payroll and talent management.

Instant data-driven insights
Gather key metrics, visualize insights, and predict workforce trends with HR-based people analytics embedded right into your ATS TimeWorkOnDemand HCM suite experience.

To learn more, about ATS TimeWorkOnDemand HCM suite go to our website and download a demonstration. To reach an account executive, you can request more information by going online or contact us by phone at 866.294.2467.

‘Vacation shaming’ is nothing new. In fact, some company leaders make it a practise of not taking time-off and work long hours as a way of hinting that employees should do the same.

Encouraging workers to take time-off to reset, especially vacation, is a good way to make sure time off is used—and this, will bode well for the company’s bottom line. But frankly, any employer that expects you to work on your vacation or worst, not take vacation, isn’t one worth working for.

‘Vacation Shaming’ employees can have a negative impact on productivity, and also make it hard to retain talent. Paul Michael’s article 7 Reasons You Shouldn’t “Vacation Shame” Your Coworkers sums up why it’s bad to engage in this practice.

We selected find 5 of these ‘Vacation Shaming’ reasons from the article. They include:

1.Vacation is vital for good health: You wouldn’t want to make your coworkers physically ill, but by guilting them out of their vacation time, you could be contributing to some very serious health risks. The Framingham Heart Study, the world’s longest running study of heart disease, has some frightening statistics on vacation and health. The biggest — that men who failed to take a vacation for two years or more were 30 percent more likely to experience a heart attack than peers who took regular time off.

2. Vacation refreshes the mind and body: Research has proved it; when you take a vacation, you are improving your mind and your overall health. And if you work with people who need to be great at their jobs in order to make you and the company thrive, then you should encourage vacation time.

3. Vacation keeps good employees at the company: An unhappy employee is one that is looking for another job. A 2015 Talent Trends survey found that one out of every three employees is actively looking for a new job. That’s almost a third of the people at your company, right now, that wants out.

4. Vacation boosts organizational morale: Who wants to work in a company filled with miserable, exhausted, irritable employees? That’s what you get if you work in an environment that vacation-shames people.

5. Vacation leads to better performance reviews and higher salaries: Put this in the “strange but true” category if you like, but a 2006 study by Ernst & Young found that each additional 10 hours of vacation an employee took led to performance reviews that were 8 percent higher the following year. And, of course, higher performance reviews lead to increased salary bumps, promotions, and greater opportunities within the company.

Bottomline: We live in an always-on era and while it may be hard to unplug, it’s precisely the reason, employers should encourage their employees to take their vacation without making them feeling guilty.

About ATS

ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration, go to our website. And to a speak to an account representative, call; 866.294.2467.

A recent article for TLNT.com by Joyce Maroney titled, Ease Retail Turnover By Making Scheduling More Flexible for online sheds light on the headaches that retail managers endure. Whether you are in retail, healthcare or hospitality, you will run into obstacles when creating schedules for employees — and if those schedules are manual, you will be plagued, with unnecessary headaches.

Here are 3 ways to create better schedules from the article:

  1. Make taking time off easy — Establish a formal (ideally written) policy regarding time off requests and execute that policy consistently to ensure workers trust that the process is fair. Beyond that, actually provide workers with paid time off — to refresh themselves and to help avoid absence abuses — and encourage workers to take the time they want and need.
  • Create personalized schedules — Collaborate with workers when setting their schedules so that their shift preferences are accommodated as much as possible. Take advantage of automated scheduling and analytics tools to ensure that managers have visibility into worker availability and can plan for shift coverage. And don’t forget to provide workers with accrual information and make it easy for them to check their time, request shift changes, and swap shifts with coworkers — bonus points if they can do so from their own phones.
  • Use technology to staff smartly — Seek insight into how to address staffing coverage during uber-busy periods like Black Friday by looking at historical trends of labor drivers, schedule preferences, and booked vacation time. Doing this requires discipline and analysis, but once the models are in place, managers can easily re-run them with little additional effort to help make intelligent and data-backed staffing decisions in real time.

ATS Workforce Management (WFM) is a comprehensive optimization, planning, and time and attendance software application that manages employee resource demand, streamlines payroll costs, and business analytics. ATS Workforce Management mitigates the risk of potential compliance errors and reduce costs with purpose-built solution capabilities, while encouraging employees to focus on activities that generate more value.

To learn more about ATS (HCM) Workforce Management capabilities, or to download demonstration, go to our website. And, to reach an account executive, call 866.294.2467.

Family-friendly employers do exist, however, with competition for talent at an all- time high, some companies are offering; nap rooms, in-house entertainment and laundry service, minimizing the need to ever leave the office. While those are all nice perks, many working parents, don’t necessarily want to be working 60 hours a week while trying to manage a family. And, so in the talent-perk field of today’s landscape, how hard is it to find a company that embodies the family friendly workplace?

Alice Gomstyn article How to tell whether a prospective employer is actually ‘family-friendly’ illuminates the age-old argument about what constitutes a family-friendly workplace. It reads, in part;

“Fewer hours. Less travel. More flexibility. Minimal stress.

The promise of having it all led Al, a father in suburban New Jersey, to leave a high-pressure career at a New York City talent management agency to work as a marketing director at a theater just a few miles from his home. Al (who asked that his last name not be used so he could speak candidly about his employers) wanted to devote more time to his son, who has special needs, and be available to visit the boy’s elementary school when necessary.But things didn’t work out as expected. Al’s hours grew longer and his boss began calling him on weekends. Occasional requests to leave work to deal with issues at his son’s school were met with disdain.

“What was presented to me at the interview,” Al says, “was very different from what the reality was at the workplace.”

Sometimes the quest for work-life balance can lead parents to change jobs. Those who believe they’re moving to a more family-friendly company or industry may face a rude awakening, though, when hiring managers don’t keep their promises, or when personnel changes transform a once laid-back department into a high-pressure environment.

The family-friendliness of a workplace often depends on who’s running it at the moment, says Samantha Ettus, a work-life balance expert and author. People commonly “leave companies for the grass-is-greener mentality of ‘maybe that other company is going to afford me a better lifestyle,’” she says. “But if they’re working for a boss who doesn’t have any boundaries with their own personal life … [that boss] is certainly not going to care about protecting yours.”

Rachel, a Memphis-based accountant who asked to be identified by her first name only to speak candidly, felt like no one was protecting her when she faced a dramatic increase in her workload. She had traded 60-hour-plus weeks at a public accounting firm for what was supposed to be a better quality of life at an in-house corporate tax department. For a few years, Rachel was satisfied with her move. That changed quickly, however, after several members of the department left. When their positions went unfilled, much more work was heaped onto Rachel’s plate.

She still managed to get out of the office in time to pick up her young son from day care, but it meant spending hours catching up on work each night. The stress took its toll and affected her home life. “I was leaving every day from work in tears,” she says. “I was on edge most of the time. My poor husband probably got my sharp tongue way more than he deserved.” Exhausted and distraught, Rachel reached out to supervisors asking if she could get more support, but she says her pleas were ignored.

Companies today are often quick to tout family-friendly benefits such as parental leave and remote-work options, but the hard truth is that employers are generally under no obligation to deliver on those promises and accommodate parents struggling to balance their duties at work with their responsibilities at home”.

Bottom-line: Employers shape their workplace policies and culture and so, working- parents should be prudent in asking as much information as possible about a prospective company’s expectations before signing on the dotted line of a work contract.

Keep current with ATS:

To learn more about ATS Time and Attendance Solutions, go to our website. You can download a free demonstration or register for one of our bi-weekly webinars.

Managing overtime is not an easy task, especially if your company is using manual time cards and spreadsheets — an archaic practice at best, although, several companies still track employee hours, overtime and leave policies using these tools

Tracking overtime does not have to be that hard, especially if you are using a modern time and attendance solutions. Here are excerpts from an article, on how to manage overtime, by Rob Press for online magazine TLNT titled; 6 Ways to Minimize the Impact of the New US Overtime Rules

Simplify complex policies: Review your overtime policy, reading it through the eyes of the employees. You may find that by simplifying your policy, you could actually minimize the amount of work that you need to do to approve each request.

Complex policies were actually at the root of a recent class action in California. At some company facilities, there was a flat “no overtime” policy. At others, the policy stated that prior approval for overtime must be given by two relevant managers; something that the employees stated was an “impossible task” when they were under pressure to get the job done. Ultimately, the company agreed to settle the case for $20 million.

This really shows just how many complex stages can often be involved in overtime policies, and begs the question: Could making policies more straightforward – and consistent — not only help businesses to achieve their goals, but also help to make HR and manager workloads more manageable?

Focus on organization: To manage overtime like a boss, we need to focus on overtime specifically, right? Well, maybe not. To properly manage overtime, it’s important to look at the bigger picture.

There was a very interesting study undertaken by the US Postal Service across the Northeastern states which found that managers who failed to effectively manage unscheduled leave ended up having to deal with more overtime. According to the report, “management did not effectively manage unscheduled leave, which contributed to overtime hours.” Makes sense, doesn’t it?

Track employee hours: It doesn’t matter whether you’ve been working in HR for years or you’re just starting out in your career, you know, or will quickly discover, that employees are bad — very bad — at tracking their time. With so many other tasks that need to be prioritized, filling in timesheets often ends up at the bottom of the list.

And the problem doesn’t end there. Even when employees do try to track their time, they’re often doing it days later, which means the hours they’re putting down probably aren’t all that accurate. According to studies of memory, people quickly forget what they learn. What did you have for lunch three days ago?

Analyze: One of the most vital aspects of good overtime management is what it can tell us about workforce practices. As an HR professional, you’re not only responsible for supporting employees, but also for supporting the business, and for raising concerns that can help it improve.

One of the other advantages that an automated tracking system offers is the ability to analyze time and attendance. You can do this with paper timesheets, but it’s much harder.

Minimize overtime: Of course, the absolute best way to manage overtime is to have less of it. Ha! Easier said than done right? Well, being able to reduce overtime isn’t something that’s guaranteed, but there are a few methods that can minimize the need for extra hours.

Although there are any number of reasons for overtime, when it becomes endemic that’s often a sign there are not enough resources to complete the necessary tasks within the time given.

Managing change: Understanding how to better manage overtime is a significant part of handling the big changes that are taking place within the HR industry right now. With HR professionals expected to receive more requests for overtime payments than ever before under the new rules, now is the perfect time to look at improving internal processes and honing management skills for efficient and effective working”.

So, to summarize; proactively managing your employees’ overtime, avoiding surprises and preparing for the future can reduce your expense, protect your organization from unwanted legal action, and improve morale across the company.

ATS TimeWorkOnDemand is a best-of-best 21st century human capital management (HCM) software provides an end-to-end employee lifecycle management solution. ATS TimeWorkOnDemand Workforce Management solutions help meet your workforce needs regardless of your industry or where you do business.

Interested in learning how you can curb overtime with ATS TimeWorkOnDemand? Go to our website and take a test drive. You can also reach an account executive at 866.294.2467.

Accurate HR data delivered with up-to-the-minute analytics is vital to the success of an organization. ATS TimeWorkOnDemand cloud computing analytics application can help you make the right business decisions by providing a invaluable information and deep insights, using intuitive tools like automated real-time reports and easy to configure dashboards.

Here are 3 reasons why HR managers love ATS TimeWorkOnDemand:

Intuitive Dashboards

  • Monitor key performance indicators (KPIs) for the entire workforce through a set of intuitive dashboards
  • Create, update, and print reports in various formats and through the dashboards
  • Keep the executive suite and departmental managers informed across the organization, with scheduled up-to-the-minute reports and dashboards

Real-Time Insights

  • Enable rapid identification of trends using graphics with easy-to-use data visualization tools
  • Gain up to the minute management insights of workforce through comprehensive analytics. Drill down for more detail and utilize what-if analysis
  • Spot potential business problems before they occur, by gaining instant visibility with early warning systems reporting-so you can make better, informed people decisions.

Payroll and HR Compliance

  • Supports Canadian and US compliance and regulatory payroll, HR and collective bargaining reporting requirements.
  • Permission-based features designed to enable executives, managers, supervisors and employees to support both themselves and their teams, through self-service portals while ensuring that sensitive HR data is visible only to those who need to see it
  • Integrate HR, CRM, talent management, ERP and payroll applications with ATS TimeWorkOnDemand, giving one source of truth for your people data. Use on demand reports, dashboards and analytics to keep track of all payroll, compensation and employee benefits data

To view a demonstration of ATS TimeWorkOnDemand analytics, go to our website. And to reach an account executive by phone, call 866.294.2467.

A toxic work environment cannot be created, unless, it’s tolerated by the company’s leaders and is allowed to continue.

In addition to recruiting, retaining talent, managing business management software, and mirage of other duties, HR also has to be vigilant and look for instances of hostile leadership styles, retaliation and bullying in the workplace. When a toxic environment is left unchecked, it can lead to employee stress (physical and mental), and high turnover. And, the era of social media, word will spread fast, about the working conditions of a particular company who allow toxic people to remain, while wreaking havoc on the rest of the team.

Not sure if you are working in a toxic environment? In his article, 7 Sure Signs Your Workplace Is Toxic, Marcel Schwantes lays out the signals one should look for. They are as follows:

“1. All sticks and no carrots-Management focuses solely on what employees are doing wrong or correcting problems, and rarely give positive feedback for what is going right. Or mostly carrots for the best performers, sticks for the rest.

2. The creeping bureaucracy-There are too many levels of approval and management to get things done and a singular focus on micromanaging employees.

3. The gigantic bottom line-Profits, beating the competition, and cost cutting are solely focused on without consideration of other bottom lines.

4. Bullies rule the roost-Management bullies employees, or tolerates bullying when it occurs among employees.

5. Loss of the human touch-People are considered to be objects or expenses rather than assets, and there is little concern for their happiness or well-being. There’s also little evidence of leaders’ compassion and empathy for employees. As a result, you’ll encounter high levels of stress, turnover, absenteeism, and burnout.

6. Internal Competition-Employees must compete internally, which is enforced by a performance assessment system that focuses on individual performance rather than team performance.

7. Little or no concern for work-life balance-People’s personal or family lives must be sacrificed for the job; overwork or workaholism is commonly evidenced by 50-hour-plus workweeks, little or no vacation time, and 24/7 availability for work communication. There is little or no commitment to making contributions to the community, worthy causes, or making the world a better place”.

Bottomline: If those 7 signs are not a wake-up call to the leaders of an organization, that’s likely the problem.  In addition, to these signs are many other telltale signs of a toxic work environment, including ones that see new recruits leave after a very short time with an organization.

About ATS

ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

In addition, ATS provides modular analytic solutions that includes; workforce planning, benefits management, employee self-service, business intelligence, human resources, payroll, and advanced analytics based on a robust cloud computing platform for information and data needs. It also offers design, rapid deployment, support services, software updates, and enhancements; and consulting and training services.

To download a demonstration of ATS TimeWorkOnDemand, or to register for a bi-monthly webinar, go to our website. And, to reach a sales rep, call; 866.294.2467.

Every executive knows that talent is a company’s most important asset. And, managing that talent effectively can help improve company performance. Giving employees more autonomy around benefits, time-off requests, and other essential employment information can help accomplish this goal. When you offer a broad range of HR self-service options, your employees are more likely to develop a sense of ownership, and your HR department can stay focus on more strategic issues, rather than manual administrative details.

Want to eliminate your company’s use of paper for requesting time-off?  Here are 5 benefits of employee self-service with ATS TimeWorkOnDemand:

  1. Reduce administrative time and ease compliance: Rapidly request, review, and approve time off, shifting your time from administrative tasks to more productive ones. Time-Off requests are checked against company policies in real time to enforce rules like minimum balances or black-out periods.
  2. Empower people: Employees can manage their absence requests any time, anywhere, using a computer, tablet, or mobile device.
  3. Accurate, consistent leave management: Accurate and consistent leave of absence management minimizes the risk of employee grievances. Automated electronic administration of leave eligibility and requirements ensures cases are managed accurately, consistently, and thoroughly — every time.
  4. Time and attendance: Employees can update their own availability, request time off, view schedules, clock in and out, and trade shifts – letting them better manage their work-life balance.
  5. Automatic updates: Any update made to an employee’s HR record seamlessly flows across the application in real-time. There is no need for any duplicate data entry.

ATS TimeWorkOnDemand employee self-service automates the administration and tracking of paid and unpaid federal, provincial, and employer-specific leave policies and can be configured to match the needs of your organization to maintain balances, reduce manual process errors, and control absence costs. And, by removing manual tasks from the traditional leave management process, ATS employee self-service ensures accurate data and full visibility, is enabled when tracking and managing employee leave.

To download a demonstration, or to register for one of our bi-monthly webinars go to our website. And, to reach an account executive by phone, call; 866.294.2467.

You want to make your HR department more meaningful, with automation but lack the necessary tools. So, how do you replace outdated methods like spreadsheets and paper time cards? You can start by exploring ATS TimeWorkOnDemand cloud-computing HCM software that encompasses, AI and time and attendance dashboards all designed, to help you reduce costs, boosts HR productivity and propel business growth.

Here are 5 ways to rock your HR department with ATS TimeWorkOnDemand:

1.Replace Spreadsheets and Paper-Based Time Cards: ATS TimeWorkOnDemand combines all your HR essentials together into one modern system. Through intuitive dashboards, you can find and edit employee records, review and authorize employee time-off requests, track attendance, store and visualize all your employee information in one system. A standard, user friendly layout means it’s easy to find information at a glance.

2.Real-Time Analytics: Accurate HR data is vital to an organization’s success.  With ATS TimeWorkOnDemand You can use these impressive reports to highlight areas of focus for business growth, or even for demonstrating the year-on-year improvements you’re making for your company.

3.Bring more meaning to HR: ATS TimeWorkOnDemand will help transform HR business practices with a comprehensive set of processes that covers the end-to-end time and attendance, talent management and payroll journey. ATS TimeWorkOnDemand offers a rapid deployment through simple data configuration, is easy-to-use and – delivers quick adoption and quick ROI.

4.Make Life Easier, by Automating Mundane Tasks: Do you really want to perform repetitive manual processes? We think not. You can energize your team and other managers with intuitive dashboards and give them access to their own set of workflows.

5.Build a Great Workforce Experience and Improve Performance: With a single click you can increase team efficiency and productivity through automation, and get visibility of your workforce with ATS TimeWorkOnDemand robust performance metrics system designed around techniques proven to boost employee performance.

ATS TimeWorkOnDemand modern cloud HCM solution helps accelerate innovation, improve the user experience, and lower IT costs —while also getting you ready for tomorrow’s business challenges.

If you are ready to explore all that ATS TimeWorkOnDemand has to offer, you can register for one of our bi-monthly webinars, download a demonstration or contact us at 866.294.2467 to discuss your business requirements.

It wasn’t too long ago that asking your boss to work from home would likely stunt your career aspirations. And, while some companies still frown on the idea of employees working from home, there is no stopping this shift towards working remotely, a shift that has been taking place for the last several years.

Want further proof that remote work is on the rise, despite reluctance from some companies? Here are excerpts from an article, written by Valerie Bolden-Barrette for HRDive titled, Working remotely is now the norm for developers, new study shows

  • Eighty-six percent of IT developers work remotely, with almost one-third working from home full time, according to a study by DigitalOcean, a cloud-based platform. Of the more than 4,500 respondents to the study, Currents: A Seasonal Report on Developer Trends in the Cloud: Remote Work Edition, 43% said that the ability to work remotely is “a must-have” when considering a job offer.
  • Contrary to the belief that remote workers are isolated and disengaged from the workforce, 71% of respondents who work remotely said they feel connected to their organization’s community. However, the 29% of remote workers who feel isolated said they’re disengaged from their company’s culture and excluded from offline conversations with team members when working offsite. Seventy-six percent of respondents expected remote work to offer more work-life balance, but many reported working longer hours and that their work-life balance was only slightly better than their onsite colleagues.
  • Although remote work is considered the norm for developers, a plurality (47%) started working offsite between one and four years ago. The study also found that on a scale of 1-5, a flexible work schedule was “very important” to many of the respondents (44%).

Despite the above-mentioned stats that shows an upward trajectory, that more companies are adopting a remote workforce mentality-you will have to build a compelling case on the benefits of remote work if your employer does not believe it in.

Here’s some additional stats from the article; “Remote work has swiftly become a norm, especially in a tight labor market with more specialized jobs. Since 2005, the number of U.S. employees who work from home at least half the time has more than doubled, according to the U.S. Bureau of Labor Statistics. But employers have been comparably slow in outlining how such arrangements work for their companies; a majority of employers surveyed in a 2018 Upwork study lacked any official remote work policy”.

Bottomline: There are certain jobs like payroll and HR and in some industries  that require employees to be in the office or on a job site. On the other hand, other jobs like software programing or sales can be done remotely.  In the end, if you have presented a strong business case on the reasons why you should work remotely, and it does not match with your employers’ corporate culture, it might be best, in the end, to start looking elsewhere.

To learn more about ATS and our Cloud-Based HCM Workforce Management application for mid-enterprise size organizations, go to our website.

You can also request a demonstration or register for one of our bi-monthly webinars. To reach an account executive by phone call: 866.294.2467.