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So, you’ve finally decided that it’s time get rid of the outdated time and attendance system you have been using for the last 15 plus years. Whether that system is a combination of spreadsheets and paper time cards, the people that are commonly involved in managing it tends to be payroll, HR and, some in cases, the finance. More often than not, some companies see this as a IT project and so, the very people who are involved in the everyday process of adding up time cards (if your process is manual) are left out entirely or get introduced to system after IT has seen a demonstration or your company has selected its vendor of choice. Make no mistake IT is critically important to the deployment of a time and attendance solution-but to leave out the very people (stakeholders) who will be managing the system on a day to day basis is a recipe for disaster. In short, all stakeholders should be involved when deploying a solution that is designed to automate and enhanced business process.

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

Scott Span penned an article for TLNT titled 7 Steps to Successful Technology Adoption. It’s a good guide for any company who is going to deploy a cloud or onpremise time and attendance, talent management, CRM, ERP or HR application. Here is a condensed version of the article which reads, in part:

  1. Align technology and strategy

The purpose of introducing new technology to a business is to improve performance. Start with the goals you want to achieve, and then plan backwards, finding a technology that best supports improved performance. People are more likely to adopt new technology if they can see how it helps them to achieve their goals and objectives.

  1. Communicate for buy-in and engagement

Achieving user adoption for new technology requires communicating with stakeholders early and often. Before you can communicate with stakeholders you need to have all your stakeholder groups identified. The way each currently performs their work, processes, should be documented. The impacts the new technology will have on them needs to be identified and communicated. Ways in which your organization will mitigate any negative impacts for stakeholders also needs to be communicated.

  1. Perform a current systems analysis

Technology upgrades or introducing new technologies carries a huge compatibility risk – what if the new systems turn out not to be compatible with those you already have or integration requires more build time than was anticipated.

  1. Develop training approach early

One of the biggest risks to user adoption is lack of sufficient and customized training. Many vendors offer training options as part of your technology purchase, however, most of this training is standardized off the shelf and not specific to your business processes or culture. Training should not just be screenshots and PowerPoint. People need to see and play in the system, prior to go-live, in the context of their specific work processes.

  1. Integrate technology deployment with change management

Many organizations are so focused on deployment and conversion, schedules and criteria, that they fail to deploy and integrate a change management process for helping stakeholders adapt and adopt to technology. This is often one of the biggest reasons for rocky deployments, low adoption, and project failure. Technology only achieves desired goals if the people adopt it, if they don’t, technology is just wasted money.

  1. Create an effective governance structure

Many technology deployments fail to establish an effective governance structure to lead and manage the deployment. Often project management and technology resources are assigned to govern the implementation, but the voice of impacted stakeholders and even customers, is not represented. Effective governance can’t exist in a silo or a vacuum.

  1. Monitor and course correct

Introducing new technology is likely to cause a major disruption to workflow. Monitor your deployment and consider whether the implementation schedule may need to be revised into smaller more manageable stages. Provide stakeholders opportunities to offer feedback. New technology impacts everyone, so listening to stakeholder opinions and concerns and adjusting your deployment as needed, is important for achieving adoption.”

Deploying a time and attendance should not be a difficult undertaking. Once you have checked all the boxes of the above mentioned steps, the next important step is to assign a project manager. While that person does not (although this would be nice) need deep implementation expertise, they need to have the authority and capability to bring all parties together at any given time to ensure the success of your deployment.

Finding a time and attendance solution that meets your business goals and can be deployed on time and on budget can be overwhelming and frustrating exercise. But it doesn’t have to be. And, that’s why ATS created a helpful guide, based on the real-life experience of our customers who, like you, converted from manual and out-dated business practices and spreadsheets to a best-class time and attendance solution.

How do we do it? First, we cut through the hype select the solution that meets your business goals fits your needs of your operation.  It all begins with scoping interviews, where we get an in-depth view of what you need from the ATS Time and Attendance Solution. Once this is complete, we can start to plan for implementation, testing, training, and support. From there, we initiate the ATS Time and Attendance as an integrated solution

To download an ATS Time and Attendance Implementation Guide, go to our website. You can also review a demonstration of ATS TimeWork OnDemand or attend a bi-weekly webinar, while browsing through our site. And, to reach one of our solution consultants by phone, call 866.294.2467.

 

 

Complex Online Recruitment Applications Can Yield Dismal Results

April 11th, 2017 | Posted by ATS in Business Software Automation | HRIS | Time and Attendance Blog, Workforce Management Software - (Comments Off on Complex Online Recruitment Applications Can Yield Dismal Results)

A senior HR executive of a leading hotel chain, with locations across North America who also happens to be a customer of ATS, told one of our account executives, during a recent conversation, that the “Application Tracking System is one of the best business management software that has ever been created.”  She went on to say “it took us a while to get the system to work according to our needs, along with help from our vendor. However, in the initial setup the system, it had too many questions and potential candidates would start the process of the online job application but halfway through just abandon it altogether.”

Let’s fast-forward to a recent survey by CareerBuilder which is referenced in an article, by Dave Zielinski,  Society for Human Resources Management (SHRM) titled Most Job Seekers Abandon Online Job Applications. Some of reasons citied for candidates abandoning an online applications reads, in part; “The fallout for organizations from this persistent issue is the loss of top talent, poor word-of-mouth from candidates frustrated with the process and the higher costs associated with abandonment in cost-per-click recruiting models.”

Complex Online Recruitment Applications Can Yield Dismal Results

The article goes on to say “Traditional thinking holds that lengthy applications will screen out apathetic candidates and good talent will be dedicated enough to fill out more information.” Unless a candidate is applying for a job with NASA or some other high profile job like the CEO of a public company, there is likely no need to have 50 or more questions on an online job application.

At some point it might be best to remove some of the generic and mundane questions that are not germane to online application, including decreasing the number of screens applicants have to go through. And, yes, you also need to make sure that the questions on the application are relevant to the job. However, —if these questions are causing candidates to exit out of the application process before its completed at an alarming rate—it might be time to review your application tracking system, with your provider, and come up with a process that’s inline with your corporate philosophy—while taking into account the changing attitudes and expectations of today’s  job candidates.

To learn about ATS time and attendance solution TimeWork OnDemand or, to register for one of our bi-monthly webinars go to our website. And, to reach an account representative, call: 866.294.2467.

Tracking and monitoring the time of employee hours sound straightforward, but in reality, it can be a quite difficult process to manage. The complexities and globalization of today’s organizations, translates to increasing regulations, and these are just a few of the factors contributing to challenges in time and attendance tracking. Knowing when your employees are working or not, is only the starting point; and, along with daily employee activities, you also have to carefully maintain accurate readings of overtime hours, statutory holidays, vacation days accumulated, and sick days used.

In an effort to increase accuracy and productivity—and decrease costs—many of today’s organizations are not only integrating sophisticated time and attendance applications with their existing applications but they’re also carefully considering how to collect employee data to feed these applications. The right time and attendance data collector can help you automate time-consuming payroll and HR processes and provide both your employees and managers with more options. New, innovative data-collection tools, like ATS biometric time clocks, are helping organizations improve the management of data capture. Technologies like these can help you more easily manage various types of employees, reduce payroll cost and employee theft, and mitigate risk.

Welcome to the World of Innovative Data Collection
Beyond a modern time and attendance solution, ATS PeoplePoint Plus™ delivers rich graphics and video on a 7″ widescreen display. Optional speakers and camera, a fast processor, and expandable memory will allow users to interact with detailed content.

Want A Better And More Effective Alternative To Spreadsheets? We’ve Got It

With ATS PeoplePoint Plus™ users can easily navigate employee self-service functionality on the generously sized screen. Custom programs, training videos, video chats, web browsers, and other custom content have a new, more effective platform now.  PeoplePoint Plus™offers exciting programming and content delivery opportunities.

To download a brochure or demonstration of ATS workforce management software, go to our website. And to attend one of our bi-monthly webinars, you can register here or contact an account representative at; 866.294.2467.

It wasn’t too long ago that getting CEOs to adopt the cloud took a lot of work, and many of these executives who resisted adopting a time and attendance in the cloud had good reasons, some of which included; a general fear of the unknown, privacy and availability of their data to name a few. It’s also noteworthy that some of the initial fear that senior executives had, emanated, from some IT personnel who were not yet comfortable with the idea of having data stored outside of the company’s domain. Eventually, as it became clear that migrating to the cloud offered superior advantages and streamlined costs, many CEOs began to pay attention- and embrace the technology, along with their IT personnel.

CEOs Are Shifting Their Organizations Towards The Cloud

If you are still on the fence about a cloud time and attendance here, are five outstanding benefits that might just change your mind:

  1. Software Updates-Using a time and attendance that’s in the cloud means you no longer have to do software updates and patches. ATS applies updates to the application with no disruption to your daily operations. Your company can spend its time on other important matters, like growing the business.
  1. Access the Application from Anywhere-With ATS TimeWork OnDemand— whether users are on a desktop computer or mobile device, the cloud provides instant access to data anytime, anywhere there is an Internet connection, 24/7 365 days a year.
  1. Reduce Operating Costs –Adopting the cloud, means a company no longer have to worry about software equipment (like a Server), licensing and maintenance fees.
  1. Easy Integration to ERP, Payroll, HR, Talent Management and CRM-ATS TimeWork OnDemand has a built-in integrator that’s compatible to all third-party applications for the purpose of transferring data. So, if you currently key employee hours manually from a spreadsheet into a payroll application, you can breathe a little easier, ATS TimeWork OnDemand makes that a thing of the past.
  1. Cross-Functional Reporting and Business Intelligence-ATS TimeWork OnDemand allows you to align all levels of your organization with up-to-the-minute decision-making reporting. Senior executives, managers, and employees automatically see cross-functional analytics for historical, current, and forward-looking insights.  ATS TimeWork OnDemand reporting tools provides financial data for a deeper view into your business.

ATS TimeWork OnDemand provides organizations with a best-of-breed workforce management solution that leverages robust cloud infrastructure technology, to deliver solutions that address specific industry challenges.

To learn more about ATS TimeWork OnDemand, go to our website. You can also register one of our bi-weekly webinars and hear from existing customers how they managed the transition from spreadsheets to cloud computing TimeWork OnDemand.

 

Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs

January 11th, 2017 | Posted by ATS in Employee Scheduling | ERP | HRIS | Labour Costs | Payroll | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Workforce Management Software - (Comments Off on Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs)

At the end of the year, it’s helpful to look back and review all that has been accomplished throughout the last 12 months.  You review what you have done well and analyze what could go better.  Making plans for the New Year is always the easy part. However, if your plan is to continue using the same outdated technology and yet achieve maximum productivity, you should rethink those plans.

The benefits of a workforce management solution can have lasting effect on a company’s bottom-line. With ATS Workforce Management solution, access to real-time data is literally at your fingertips and you can monitor payroll and attendance metrics in ways, no spreadsheet can.

Your Focus For The New Year Should Be, Improving Productivity And Streamlining Costs

ATS Workforce Management Solution will make it easier for you to track absences, determine how to schedule employees, accurately manage personal time-off and give you access to up-to-the-minute analytics so, you can measure productivity.  And, with ATS Workforce Management Solution, you can integrate to any ERP, CRM, Payroll, Recruitment or HR Management application —and monitor, specific parts of your business from this single solution.

If your business is committed to dumping the spreadsheets and outdated workforce management sins of the past, then it can resolve to keep its New Year’s resolution, by investing in a solution that will streamline payroll and increase workforce productivity. ATS Workforce Management Solution is an award-winning, innovative suite of Time and Attendance solutions deployed as an on-premise or in the cloud to optimize your workforce across the entire employee life cycle. ATS gives corporate executives, payroll, and HR management leaders the right information at the right time in order to make better business decisions and develop a more productive workforce—ultimately impacting business outcomes.

To learn more, call 866.294.2467 and to view a demonstration, go to our website.

Is the recruiting process part art or science? Difficult question to answer when you consider employees, today, on average, leave companies in quicker numbers than in years past. Is it the type of employees that are hired or it is the workplace itself?

Jen Hubley Luckwaldt, wrote an article for PayScale, that says that the number one reason why employees leave their jobs is because of a bad manager. Ouch!

Recruiting Methods Tells A Lot About A Successful Company

Hiring great employees is one thing, keeping that talent is quite another. Millennials won’t put up with stodgy rules and policies that have no meaning behind them.  Meghan M. Biro, CEO of Talent Culture and regular contributor to a slew of well written articles on the world of Talent Management offers 5 tips that successful leaders use during the recruiting process. In no particular order we, have selected three of those tips which include:

  • Take A Workplace Culture Inventory. Take a good hard look at your current HR and recruiting practices. Put yourself in the shoes of a talented person who has never heard of your company. How are you trying to reach that person? Are you using filtering tools to target the right kind of talent you need?
  • Keep It Real. Your HR and recruiting process must be honest — a genuine reflection of your company’s leadership and workplace culture. Whether your organization is way zany, slightly playful, or downright dour, you want to attract talent that feels comfortable in your culture.
  • Engage Your Marketing Talent. HR and recruiting don’t exist in a vacuum. They may be the initial contact with talent, but the more input that other departments have the stronger and more integrated the process will become. This is especially true, of course, for the departments and functions that will be directly impacted by the applicant. Solicit input on specific job postings from people in the department where the job is.

Today more than ever, there are better recruiting tools for companies. And, attracting the best and the brightest people to join your company is the goal of successful leaders-in fact, these leaders sprinkle their workforce with a diverse group of talent that includes, race, gender and age.  It’s 2016 and times are changing, even for stodgy workplaces.

Keep current with ATS:

Recruiting Methods Tells A Lot About A Successful Company

Recruitment Software And The Challenges It Presents For Job Seekers

June 9th, 2016 | Posted by Apex Time Solutions in Payroll | Talent Management | Time and Attendance System | Workforce Management Software | Workforce Management Solutions - (Comments Off on Recruitment Software And The Challenges It Presents For Job Seekers)

We, at ATS are users of recruitment software and, over they years, have had feedback from applicants, who have used application tracking systems to apply for various positions. Some have lamented about the inherent difficulties they have faced when sending their resumes through these systems, in the hope that it will somehow get to the top of the pile and/or noticed by the HR manager. A recent post by Lynda Spiegel for The Wall Street Journal titled “How Job Seekers Can Get Around Flaws in Hiring Software” might be the antidote that some job seekers need when navigating through the algorithmic world of recruitment software. She writes in part;

“Job hunting may be the one of the few instances where technology doesn’t improve our lives. That’s because most companies use Applicant Tracking System (ATS) software to parse the resumes they receive. This helps recruiters by simplifying the task of assessing resumes. But research indicates that the ATS rejects a startling 75% of resumes because of formatting, insufficient use of relevant keywords and other criteria that have nothing to do with candidate qualifications.”

In a tight job market, a 75% rejection rate will not be a comfort to many job seekers. However, Lynda Spiegel article provides some helpful tips, that might help combat the rejection rate. These tips include:

  • “Job seekers should avoid fancy resume formats because interpreting lines and boxes can flummox ATS software. A contemporary sans serif font and a pop of color for the headings is all that’s needed for the document to be ATS-friendly and still visually attractive for a human recruiter, if it gets that far.”
  • “Despite what many job seekers have heard, they shouldn’t upload a PDF resume; while ATS is getting better at reading PDFs, they don’t always process them well.”
  • “Job seekers should keep headings simple, such as Summary of Qualifications, Experience, Education, Achievements.”

Recruitment Software And The Challenges It Presents For Job Seekers

When using any software, whether it’s time and attendance, ERP, HR, payroll and or in this case, recruitment software, companies should ensure that their vendors, tailor the solution to suit their business requirements. For example, if the recruitment software is configured in accordance, to the type of candidates that a company is looking for, perhaps the rejection rates will decrease. In the end, however, it will require some initiative on the part of the job seeker to make sure their resume get noticed.

3 Key Lessons From The Toronto 2015 Pan Am Games

July 15th, 2015 | Posted by Apex Time Solutions in Employee Self Service | Payroll | Talent Management | Time and Attendance Canada | Time and Attendance On-Demand - (Comments Off on 3 Key Lessons From The Toronto 2015 Pan Am Games)

The Toronto 2015 Pan Am games kicked off with a bang and so far, Canada is hanging tough with a lead in the medal count. History suggests that events of this magnitude come with some wrinkles. To date, three lessons have come to the forefront:

HOV Lanes
Ministry of Transportation says it gave ample warning to the public about changes to the HOV lanes from two person minimum to three during the games. Despite these warnings, it has been a nightmare for many motorists as they get accustom to these changes. Some have argued the change was not necessary and, was poorly planned and executed, resulting, in long delays on the major highways.

Adoption of Work from Home
The Pan Am games traffic nightmare across GTA highways have enabled and also forced some companies to adopt a work from home policy. In an era of cloud computing and The Internet of Things, technology have made it easier for employees to work from home. Employers can make use of cloud-based time and attendance, complete with Geo-fencing to track and manage employee attendance with work and payroll policies.

Uber
Uber, the transportation network company have caused many sleepless nights for the taxi industry in most cities around the globe, including Toronto. Its latest program called “UberPool” allows drivers to share rides and costs while taking advantage of the three person minimum on the HOV lanes during the Pan Am games.

Whether you are a fan of the Pan Am games or not, Canada’s athletes are basking in the glow of representing their country. We wish them well. Go Canada Go!

3 Key Lessons From The Toronto 2015 Pan Am Games

The market-place is littered with companies that offer incentive based products for the purpose of spurring employee engagement. And, in a time of employment upheaval including some well known companies closing up shop in Canada recently it begs the question, are incentives in and of themselves the only way to engage employees or are there other components that should be added to the equation?

As a supplier of business management software that propels productivity, ATS is a believer in the power of an engaged workforce that embraces a positive environment for its employees.

An article by Trudy Brunot, of Demand Media, titled “The Importance of a Positive Environment in the Workplace” reads in part;

“Our work environment encompasses more than the employee lounge, office area and lobby. Policies, resources, professional relationships and company culture also fashion the environment in which we work. Author and University of Virginia Professor Scott A. Snell, in the book, “Managing Human Resources,” defines a positive environment in the workplace as an atmosphere of employee enthusiasm that improves organization performance. Workers reap social, health and personal benefits from a positive atmosphere at their place of employment. Organizations that fail to foster a positive environment for employees risk hampering their ability to succeed.”

And in employment environments that employees view as negative, she cites the following;

“Problems stemming from a negative employment atmosphere feed upon each other to the detriment of the entire organization. Attendance issues — call-offs, lateness, leaving early — lower productivity and poison morale. “Presenteeism,” defined as reduced productivity while on the clock, leads to disengaged employees making errors due to their lack of concentration and motivation. Customer service suffers when unhappy workers cannot put on a happy face. Innovation and creativity lose their competitive advantage when disengaged researchers and product developers lose interest. As disillusioned employees leave, management loses credibility which tarnishes the organization’s reputation and causes recruitment trouble.”

There are no perfect workplaces but as a Millennial, I would choose an organization like ATS over any other who expects hardware work, but fosters positive energy that permeates throughout its upper management all the way to its warehouse employees. And, with superiors that are both supportive and visibly engaged with employees everyday, it shows they truly understand their workforce.

To learn more about ATS, go to our website and download a product brochure or pre-recorded demonstration.

A Positive Work Environment Can Yield Productive Results

Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?

October 8th, 2014 | Posted by Apex Time Solutions in Business Software Automation | Talent Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?)

Hiring the right talent has morphed into a multibillion dollar industry with software tools that can decipher key words in seconds, that relates to a particular job and an array of skill-sets. It seems however; the more sophisticated the hiring tool, the harder it is to find the right candidates. As with most software tools, using simple key words, albeit, some of your industry’s terminology will likely yield some results in attracting the right candidate.

In an article authored by Claudio Fernández-Aráoz and published by Harvard Business Review states in part, “A few years ago, I was asked to help find a new CEO for a family-owned electronics retailer that wanted to professionalize its management and expand its operations. I worked closely with the outgoing chief executive and the board to pinpoint the relevant competencies for the job and then seek out and assess candidates. The man we hired had all the right credentials: He’d attended top professional schools and worked for some of the best organizations in the industry, and he was a successful country manager in one of the world’s most admired companies. Even more important, he’d scored above the target level for each of the competencies we’d identified. But none of that mattered. Despite his impressive background and great fit, he could not adjust to the massive technological, competitive, and regulatory changes occurring in the market at the time. Following three years of lackluster performance, he was asked to leave.”

Sometimes spotting the right talent is hard, even if you are armed some of the best tools on the market. Some companies use an internal process that include; having existing employees’ interview potential candidates. Their rationale is that if a candidate can mesh personally with their future potential co-worker, chances are they will be a good fit. The process of hiring talent is a complicated one and some companies, like Amazon’s rigorous hiring practices take it to a whole new level.

The best approach to hiring the right talent might simply mean trying different approaches and finding one that fits your corporate culture as oppose to following the herd mentality. Some companies use social media sites like Facebook, LinkedIn and/or Twitter to attract candidates.  Others, meanwhile, use recruitment software and mixture of posting vacancies on their website and asking internal employees for referrals. Whatever your strategy, stick to practices that works best for your company while keeping an open mind to different ways in the process of hiring talent.

Spotting The Right Talent: A Bit Of Luck, Art, Science Or A Little Bit of All Three?