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So what exactly is predictive scheduling? Here is a brief synopsis from a blog written by Diane Saunders, titled; Predictive Scheduling: A Primer for Retail and Hospitality Employers. “Predictive Scheduling requires that employers pay employees for cancelled on call shifts, provide notice to employees of their biweekly schedules, give new workers good faith written estimates of their expected hours and schedules, and uphold the requirement that employers offer extra hours to current part-time employees before hiring new employees or using staffing agency employees.”

So why has this become such a headache for some organizations in healthcare, retail and the food service industry? Some labour groups have bemoaned the fact that since the recession of 2008 there has been a steady increase in the number of low-wage and part jobs in those sectors. Labour advocates have also lamented that unpredictable, back-to-back shifts and last minute changes to employee schedules have made it difficult for these employees and their families to cope. In other words, when employee schedules are constantly changing and/or if they are being called in at the last minute, for a shift that makes it difficult for these workers, especially the ones who are parents, to take their kids to school, or to a doctor’s appointment.

Can Predictive Scheduling And A Workforce That’s Based On Demand Co exist?

Recently some states have begun to enact laws designed to protect workers rights, regarding scheduling. A recent article by Kate Torone, for HR Dive titled Oregon becomes first state to require predictive scheduling reads, in part;

  • Oregon’s governor signed a predictive scheduling bill into law on Aug. 8 that applies to employers in the retail, hospitality and food service industries that have at least 500 employees.
  • The law, which took effect immediately, requires that employers provide workers with a “good-faith” estimate of their work schedule when they’re hired and, after that, written schedules seven days in advance. Beginning July 1, 2020, that increases to 14 days. Employers also must pay workers a fee when their schedules change on short notice.
  • While some cities have adopted predictive scheduling laws, too, Oregon appears to be the first state to do so.

But what if your business is in a province or state where this does not impact you? Because it is not your region today, does not necessarily mean it won’t be enacted by government officials a year or two from now. The minimum wage hike debate for example, appeared to be going nowhere at first, until, government officials starting feeling pressure from their local constituents, and was forced to do something about it for fear of either alienating their base or accused of being on the wrong side of history. The tide began to shift in the workers favour and then slowly, at first, some states and provinces began enacting laws to hike the minimum wage. At the very least, you should be proactive and take the time to review a workforce management solution that has predictive scheduling capabilities, and is also able to calculate and manage employee hours so, you don’t have to.

With ATS Time and Attendance Workforce Scheduling Application you can:

  • Get historical and real-time data are leveraged to generate schedules.
  • Avoid schedule conflicts with up-to-date staff availability information and immediately see and correct any conflicts due to overlapping shifts and overtime.
  • Schedule employees based on business demand, and avoid shift overlaps and conflicts.
  • Incorporate collective bargaining agreements, user qualifications, seniority, skill level and shift preference.
  • Manage employee-related attendance excuses and send instant alerts to team members

To learn about ATS Time and Attendance Workforce Scheduling, go to our website, and to reach an account executive call: 866.294.2467. You can also download a demonstration or register to attend one our bi-monthly webinars as well.

Whether you run a small, midsize or large organization, chances are, you will be impacted by the proposed minimum wage hike in Ontario and several other jurisdictions across Canada. And, similarly, US businesses are grappling with the same challenges.

How To Prepare Your Company For The Minimum Wage Hike

As an organization, you have several options at your disposal, and as such, get to decide how to handle a wage hike. For the purpose of this blog, we will discuss two options:

  1. Decrease your workforce: As a company, you might decide that in order to remain viable the simplest solution is to decrease your number of employees. Another possibility is to simply hire employees on a part-time basis, in the hopes that this will help you decrease payroll costs.
  2. Raise prices: When payroll and other operational expenses go up, businesses can choose to pass them onto their customers. And, depending on the market and product offered, this can sometimes be a tough pill for customers to swallow, and some of them may end up speaking with their dollars by going elsewhere.

What if instead of loosing sleep (and with good reason) over the wage hike, your company automates manual business processes, thus, enabling employees to work smarter and more efficiently, while keeping your profits intact?

ATS Workforce Management HCM Solution can streamline payroll costs and improve workforce productivity. Some of these solutions include:

ATS Workforce Scheduling for retail, hospitality and healthcare is a robust and powerful solution designed specifically for organizations with hourly paid employees across multiple jurisdictions. ATS Workforce Scheduling uses data from your core business to create real-time analytic reporting and on demand-based schedules avoiding any over or under-staffing.

With ATS Scheduling you can:

  • Accurately report key performance indicators (KPIs) such as labour costs, employee attendance and absences, and workforce compliance.
  • Align employee schedules to financial budgets, payroll and labour to-sales ratios and the allocation of hours for a single entity or across the organization.
  • Improve employee productivity through optimized resourcing, employee and supervisor self-service. Managers can create schedules and send it to employees through interactive dashboards and workflows.

ATS Time and Attendance simplifies the tedious tasks involved with monitoring employee time and attendance, labour tracking, and data collection. That means, if you are using paper timesheets, outdated tracking and spreadsheets, you will likely not save much money unless your time tracking is fully automated. ATS Time and Attendance System — works in tandem with our best-in-class time clock/data collection devices — to help your organization control labour costs, minimize compliance risk, and improve workforce productivity.

Manage overtime costs ATS Time and Attendance helps you account for hours accurately, and minimize overtime to protect your bottom-line. You will have immediate access to employee attendance and get reports, in real-time on overtime trends, tools to manage overtime requests and approvals, and time card review. In other words, this means less administrative burden and fewer errors.

Bottom-line:

The wage hike is coming and will be felt by organizations and employees alike. If you are looking to improve your employee efficiency, streamline payroll costs, and make better business decisions, ATS Time and Attendance could be the right tool for your organization.

To download a demonstration or learn more, go to our website. And to attend bi-weekly webinar or speak to time and attendance consultant, call 866.294.2467.

The growth prospects of cloud-based applications has surpassed all previous projections, and is finally is being realized by businesses the world over.  Traditional IT spending on heavy computing servers and software licenses has been usurped by businesses shifting to cloud computing solutions. According to a recent report by Gartner, the amount of money spent on cloud services in 2016 grew 25% over 2015 to $148 billion, and this is number is expected to grow to $216 billion in the year 2020.

The availability and user acceptance rate with cloud-based applications like ATS TimeWork OnDemand have exploded in recent years.

The Power Of The Cloud Makes The Choice Easy

Here is what you can expect from the power of ATS TimeWork OnDemand:

Flexible Deployment Options
ATS implementation team’s approach to our cloud-based time and attendance solution is unique. We offer a best-of-breed cloud deployment for ATS TimeWork OnDemand that encompasses multi-tenancy, single tenancy, and an industry-changing dedicated tenancy model that offers cost savings to our customers and is second to none in the cloud space. This provides our customers with unrivalled levels of choice and scalability on a platform that is specific to their industry.

Scalability
ATS TimeWork OnDemand opens up new capabilities for new and growing organizations. The solution can be scaled in accordance with an organization’s business demands, and financial agility. ATS TimeWork OnDemand provides companies with an opportunity to focus on the core aspects of their business, while knowing, that their time and attendance is always on, accessible 24/7, and always up to date.

Built-In Analytics
ATS TimeWork OnDemand is designed for modern businesses, enabling customers to streamline their mission-critical business processes. And, with real-time insights into key business performance indicators for a unified view of the organization, you will never go back to manual punch clocks or paper timesheets. That’s the power of the cloud.

To learn more about ATS TimeWork OnDemand, 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

Big Data is not a “Johnny-come-lately” tool, it is in fact, it comprises of massive amounts of information that we use every day – in other words, it encompasses, vast zetabytes of data flowing from our computers, mobile devices, and machine sensors. With the right Big Data tools, your organization can store, manage, and analyze this data – and gain valuable insights that were previously unimaginable.

3 Tips On To Use Big Data Effectively

Below are 3 tips on how to use Big Data effectively from an article, by Jordan Kasteler for Inc called: Supply and Demand: The Effect of Big Data. It reads, in part:

 

“1. Let data make decisions for you

Before we had data at our disposal, decisions were made based on emotions or gut feelings. As a result, the rationale for each choice might now look murky in hindsight.

Nowadays, nearly every decision can be backed up with hard numbers. Managers are able to make educated judgments, and they can justify their moves with proven results–past or present.

  1. Put your expenses under the microscope

Every organization has some form of “spend data” to analyze. “Spend” refers to operational costs across business functions such as planning and budgeting, inventory management, product development, and compliance.

For large, global enterprises, this data can run into millions of transactions. Analyzing it can help procurement managers identify spend patterns by category, vendor, region, and more. It can uncover opportunities to drive bottom-line savings and more value from their procurement spend. Data analytics can help managers analyze extremely large volumes of spend data much more efficiently and accurately.

  1. Love your vendors, but don’t woo them

The “Age of the Customer” is here and booming. Many consumers now expect businesses to seamlessly meet every aspect of every need without hesitation.

When incorporating big data, both suppliers and procurement clientele stand to benefit. For instance, suppliers can glean valuable, data-driven insights to allocate resources more accurately and better formulate logistical strategies.”

Today’s companies are acutely aware of the potential big data can provide them. And, when they see the enormous ROI their competitors get by using big data, they make every effort to ensure the solutions that they deploy, includes Big Data.

ATS Time and Attendance has built-in, feature-rich Big Data analytics to provide deep insight across a company’s workforce management solutions requirements. The solution is embedded within ATS core solutions and can power reporting, analytics and a wide range of  features, can help transform decision making and your business.

To download a brochure about ATS Time and Attendance Big Data Workforce Analytics go to our website. To reach ATS by phone call; 866.294.2467.

Many of today’s business leaders have to cut through the noise surrounding business automation, and at times, have to rely on experts to guide them. Trouble is, some of the experts are either ill informed and/or stuck in the dark ages. And, in today’s competitive environment of; artificial intelligence, cloud computing, robotics and workforce analytics businesses would be wise to jump on the band wagon. The benefits to automating your business means, you will streamline payroll costs and improve workforce productivity. Which business executive is going to pass up this opportunity when it’s presented in those terms?

In his article How to Automate Your Business for Fast Growth  on Inc.com Jeff Haden lays out an 8 step guide to automation that even the most cautious, business executive will find useful. In no particular order, you will below, a list of three out of the eight business automation steps listed in the article:

  1. Start small and focus on one business function: Pick a function with a solid ROI. Then pick another function. Once you get a few wins under your belt, your employees will be asking you to automate certain functions. You won’t have to push your employees; they’ll pull you in.
  2. Automate the easiest processes first: Pick rote tasks where there is no human value-add. Automation lets you avoid human error while saving time in execution.
  3. Pick a technology partner: If you reach the point where you want to bring in a vendor, the key is to look out a few years and ensure your partner has the right level of scope, innovation, and technology, and can scale with you.

When Executed Properly, Business Automation Can Spur Growth

Business leaders are responsible for deciding how their company is run, and, by this definition are held accountable by their stakeholders. The difference, between a company that remains stagnant and one that’s enjoying improved productivity and growth, has to do with the automation of business processes.

To learn more about ATS business workforce management solution, go to our website. And, to reach an account executive, call: 866.294.2467.

AT ATS, we believe in the power of a time and attendance solution that does not require rocket scientists in order for it to showcase its effectiveness. After all, it was designed as simple and flexible management solution to help businesses streamline their everyday practices and improve overall efficiency.

While HR and payroll practitioners are typically the ones who manage employee time and attendance data, they also know they are also acutely aware that operational managers want a system that is easy to use- that gives them instant access to view employee data.

So, what does a flexible HR ATS time and attendance solution look like?

21st Century Data Capture- Real-time automation and accelerated processes for workforce planning, employee time tracking, forecasting and budgeting and absence management.

Workforce and HR Analytics-Gain a better understanding of your people, enhance strategic workforce planning, and improve performance – with real-time workforce and HR analytics, intuitive dashboards, and award-wining business intelligence from ATS TimeWork OnDemand.

Payroll and HR Functionality-You can simplify your company’s HR administrative policies, with ATS human resource information system (HRIS) module. ATS HR module aids in the tracking of accrual benefits and payroll processes – thereby improving contingent workforce management.

ATS empowers HR managers, – with its powerful cloud-based Workforce Management (WFM) software that gives companies access to their data in real-time. ATS cloud-based workforce management solution supports the needs of single site, multi-generational, and global workforces.

To download a white paper on ATS TimeWork OnDemand, go to our website.

 

If you have not felt the impact of the Cloud within your business industry, then it’s only a matter of time.  The adoption of cloud has moved from a nice to have to, we absolutely need this application to keep improve operations and stay ahead of our competitors. Cloud applications used to be available to only large organizations but now, many small and mid-size businesses are deploying it, to take advantage of its many benefits.

If you are customer of ATS you have been experiencing easy access to workforce analytics, lower operational costs, reduction in IT complexity and real-time business intelligence. And if you are business who has been contemplating moving to the cloud, then you are in for a treat. Here is some of what you can expect:

Got Your Head In The Cloud? That’s A Good Start

Ease-Of-Use
ATS TimeWork OnDemand offers best-in-class software-as-a-service (SaaS), platform with enhanced business intelligence that enables businesses, to access information from any smartphone or tablet. That’s right! You can now access reports like never before on an intuitive dashboard designed, with the today’s workforce in mind.

Happy Users
Once your administrative users are familiar with the product, training other users is easy. In fact, they can show your plant managers, finance and other supervisors how to access their own reports, view key performance indicators (KPI’s), forecasting and dashboard tools. Essentially this means, operational users no longer have to rely on IT to create reports. And yes, you can also say good-bye to those Excel spreadsheets that you created to track; sick days, overtime and other personal time off requests. In the end, you are replacing confusion and head scratching with a robust and well designed user dashboards.

Now You Can Have Your Kumbaya Moment
Finding reliable, easy to use, and built-to-last workforce management software has its own challenges. ATS TimeWork OnDemand modern technology transforms your data in a format that makes sense to your business, regardless of industry and allows seamlessly integration to: Human Resources Information Systems (HRIS), Talent Management, Customer Relationship Management (CRM), Enterprise Resource Planning (ERP) and Payroll applications. With ATS TimeWork OnDemand, you are always up-to-date with the latest cloud innovations-and, that makes for a happy business with lots of kumbaya moments.

ATS breadth of industry expertise and innovation is second to none. As a leading workforce management solution provider, ATS TimeWork OnDemand allows organizations to gain operational excellence—that aligns, HR and payroll business processes while supporting local—and multi-jurisdictional compliance across various countries.

Got Your Head In The Cloud? That’s A Good Start

Is your business is ready to join the cloud movement? You can download the app from our website or join our bi-weekly webcasts to learn from ATS workforce management industry experts and customers, in an informal setting to learn about the benefits of a cloud computing technology like ATS TimeWork OnDemand.

Depending on who you talk to, manufacturing has been on the decline for the last 15 years and counting and there is no end in sight. But despite the doom and gloom, The Institute for Supply Management’s report, which is highlighted by Industry Week, begs to differ. And, many of today’s manufacturing companies, especially the ones who came out of the 2009 recession, albeit leaner, in terms of workforce and production process are likely breathing a sigh of relief at this piece of news. Michelle Jamrisko article for Bloomberg on state of manufacturing, states in part;

“Manufacturing expanded in December at the fastest pace in two years, reflecting firmer output and the biggest pickup in orders growth since August 2009. The Institute for Supply Management said Tuesday that its index increased to 54.7, the fourth straight advance, from 53.2 a month earlier. The median forecast in a Bloomberg survey called for 53.8. Readings above 50 indicate growth. The ISM’s measure of orders surged 7.2 points, while its gauge of prices paid for materials climbed to the highest level since June 2011.”

Is The Demise Of Manufacturing A Reality Or Overblown Rhetoric

The world of manufacturing is constantly evolving as it has had to keep pace with stiffer competitor and tighter margins. And, so in order to increase profits, many of today’s successful manufacturers have had to embraced cloud computing, robotics and business intelligence thus enabling them, to streamline production flows – and ultimately reduce their costs.

So, as the manufacturing sector continues to evolve here are three trends that will continue to dominate that industry in 2017:

Cloud Computing
Major new technologies especially ones built on the cloud will be take precedence over on premise applications by manufacturers. Deploying a cloud-based solution provides a rapid return on investment, and streamlines payroll costs across an entire supply chain.

Predictive Analytics for Real-Time Decision-Making
Today, unlike several years ago, manufacturers have access to a wide array of analytic and Big Data tools at the push of a button– that can be hugely valuable for business decision-making and process enhancements when used correctly. From budgeting and forecasting to employee production scheduling and benefit accruals – these tools, allow manufacturers to harness data properly and with ease and efficiency.

New Technology and Innovation
Traditional, version-based time and attendance solutions prohibited organizations and their users from sharing freely and collaborating, because the data always resided on a Server and it was incapable of integrating to other applications-thus, creating nightmares for users. Workforce management software built for the cloud is the network of the future. Open-mind manufacturers will continue to move away from Server-based software solutions and instead opt for cloud computing solutions—which is the future of software deployment.

ATS Workforce Management for Manufacturing is industry-built and helps drive business outcomes by engaging your employees, streamlining payroll costs, increasing productivity, and minimizing compliance risk. With ATS Workforce Management for Manufacturing, your business has access to a proven cloud platform that is secure, scalable, and mobile — allowing you to do business when or where you choose to access its power.

To learn about ATS Workforce Management for Manufacturing, go to our website, you can also download a demonstration and see why many of today’s fortune 500 companies choose ATS.

You’ve just about had it with that antiquated time and attendance solution that’s producing unreliable reports and driving everyone, from: the HR manager, CFO and CEO up the walls. So, what’s the solution? Move to something else. Using a software solution that’s not working for your company, can detrimental to its financial health. The selection of a new system also comes with its own set of challenge which will include: the Internet search, selecting an internal project lead, the demos… and the list goes on.

So how should you go about selecting a new time and attendance solution? Here are 5 tips:

1) Document your business requirements
Before scouring the Internet and evaluating prospective vendors, you should identify your requirements and underline potential “showstoppers”. It’s very easy to get enamored with fancy software features and lose sight of your requirements. For example, how easy is the product going to be for users? Can the solution interface to your current ERP, HR and Payroll software? Is the solution robust and flexible enough to grow with your business? Make a comprehensive list and divided them into categories to include; functionality, vendor experience, deployment timelines, age of product, yearly updates etc. And, don’t forget to choose a time and attendance solution, that has employee self-service capabilities. After all, who wants to manage employee vacation and other personal time off (PTO) requests with spreadsheets?

5 Tips For Selecting The Right Time And Attendance Partner

2) Adaptability to regulatory rules in your jurisdiction
Workforce compliance and regulations differs depending on the jurisdiction in which your company operates, and so, your time and attendance solution should readily adapt. If you are in manufacturing, healthcare or transportation industry, you may have compliance requirements that are specific to your industry. And, since your company has to adhere to those requirements, so should your time and attendance.

3) Embrace the world of analytics
Analytics and Big Data should be included in your list of requirements. Translation, your time and attendance system has to be in lockstep with the realities of the way in which today’s businesses operate and should-encompass, The Internet of Things (IoT), cloud computing and real-time analytic reporting. These types of capabilities have become critical business components that 21st century time and attendance solutions must possess.

4) Forget what the ‘Jones’ are using
It is very easy to assume that what your competitors are using will work for your organization because you want to keep up with them. Your focus should be on your company’s business requirements, instead of installing the same features as your competitors. How do you know they are happy with the flashy “bells and whistles” they paid for? When deciding to make a change, do it for the benefit of your organization.

5) Don’t rush the implementation and invest in training
When implemented properly and, if updates are maintained on a yearly basis the shelf life of a good time and attendance should exceed 7 years. So, why not take time to make sure it is implemented properly. Unrealistic expectations can leave everyone frustrated. For example, if your project is conservatively slated to be completed in seven weeks, add an additional 2-3 weeks to it. Some companies will overlook the importance of training in enabling the success of implementation. Training should be delivered in stages. At first, project leaders (HR, Payroll and Finance) should be trained during different stages of the implementation. It should follow a methodical approach which maps the company’s way of doing business, using your data. The second and third phase (if applicable) of training should be rolled out and populated to the rest of the users ahead of the system “going live.”

Finally, when it comes to comparing time and attendance options, make sure you are comparing apples to apples. If you only focus on the price and not the actual functionality, you will likely get what you pay for. Also keep in mind the cost of doing nothing can also be detrimental to your business operations as well.

In conclusion, growing companies like yours need a robust time and attendance solution that works, well. Your workforce management solution needs to be user-friendly, flexible, and powerful. As you grow, your business demands a wider range of capabilities—without adding unnecessary maintenance, deployment time, and cost.

ATS provides a variety of implementation and business process improvement services. Our business and consulting arm employs highly skilled and tenured employees, with unmatched experience in the world of workforce management that spans every vertical industry.

To learn more, go to our website, where you can download pre-recorded demonstrations or register for one of our monthly webinars.

 

You’ve devoted the better part of a year espousing the importance a workforce management solution to replace your company’s, current manual process. You provided senior leadership with return on investment (ROI) charts, various business cases including tips on how you plan to phase in the implementation. And, finally after what seems like years in the making, you got the word that the executive management team has approved the project. You can finally rejoice you’ve got the power! Now what?

You’ve Project Has Been Approved And You’ve Got The Power! Now What?

Select a project lead (preferably someone in HR, finance and/or payroll) and if that happens to be you-that’s even better, and start by; reviewing, collecting, and discussing the type of data you want in your new system. Also, you should assemble your project team and start your discussion with some of the following questions:

Project Plans

  • How long is this going to take to implement?
  • How bad is your current, employee data capture?
  • What work needs to be done?
  • How many functional users need access to the software?
  • Do you have a list of the most pressing items that needs to be addressed?

Data migration is an important step that should not be overlooked. After all, since you about to deploy a workforce management solution, you should avail your company with the 21st century tools that complements the product.

Data Migration and Analytics

  • Other than your payroll, ERP, CRM and HRIS software are there any other interfaces that will be required?
  • How much history are we going to migrate and do we really need all that history or can we save it in the cloud or a disc?
  • Are there specific reports that will be of value to your everyday life and if so, what are they?

The “training wheels” will, have to come off at some point, which means you and other functional users will have to start making use of the training that you were provided during the implementation. Hopefully, your trainer is readily available to answer your questions and provide additional support as needed.

Post Project

  • Does the project lead (that’s you) remains the main point of contact?
  • Who’s going to be your back-up when you are on vacation?
  • Are all functional users fully trained?

For tips on how to successfully deploy a workforce management solution, go to our website. You can also register for a weekly webinar or download a pre recorder demonstration.