No two software is
created equal. And so, traditional human capital management (HCM) solutions,
were not built with the needs of a company, or that of its employees’ in mind. You
can transform your organization’s human capital management (HCM) with ATS TimeWorkOnDemand
Suite – and deliver experiences that will help your company achieve its
This new approach
to human capital management (HCM) transforms the way companies engage with
their workforce – but more importantly, gives you the scalability that you want
from an HCM software. Afterall, isn’t this the way it should be?
HCM Suite drives real-time, data-rich analytics across every department and
Analytics: ATS Workforce Analytics propels your
organization with self-service capabilities to gain insights from data. Different
locations and/or departments can access real-time information,
including bringing human capital management (HCM) analytics to the forefront to
create a high-performance culture.
and Workforce Planning: Use
data-driven insights in every intuitive dashboard and business process – and
improve performance and results – with our ATS Workforce Analytics Budgeting
& Forecasting and Workforce Planning tools.
With ATS TimeWorkOnDemand Suite, you can deliver solutions for employee
engagement, benefits onboarding, performance, compensation and learning.
Finance and HR: Unite the engine of your organization by
bringing Finance and HR together. Do a deep dive and learn how up-to-minute financial
reporting, payroll costs, workforce
analytics, and real-time automated tasks can empower an agile workforce.
Talent Management, ERP and CRM: Support an integrated and modern platform, that simplifies complex
collective bargaining agreements (CBAs) – that includes Canada, US and other
global agreements. The functionality of ATS TimeWorkOnDemand HCM encompasses core
Time and Attendance, Benefits
Accruals, Workforce Planning, HR, Budgeting & Forecasting, Payroll and
Are your ready to transform your HCM experience to one that benefits your
organization? Go to our website
and register for one of our bi-monthly webinars.
You can also download a demo
to see this revolutionary application in action and to reach us by phone, call:
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.
are 3 ways to create better schedules from the article:
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 about ATS (HCM) Workforce Management capabilities, or to download demonstration, go to
our website. And, to
reach an account executive, call 866.294.2467.
In a recent article, titled The Rules of Etiquette for Your Office Holiday Party by J.R. Duren for GlassDoor it contains 5 tips, that can help you can enjoy the company of your colleagues at the office holiday party-while, at the same time, avoid jeopardizing your career.
Here are the 5 tips from the article:
How to dress:
Keep it classy
Experts across the board are united in their opinions about several
aspects of office parties, attire included.
Lisa M. Grotts, a San Francisco-based etiquette expert, says
your holiday party isn’t your chance to go overboard with gaudy outfits.
“Just because an office function is after work hours doesn’t mean it’s
an invitation to dress flashy or wear a revealing outfit,” Grotts said. “Skirts
should hit your knee and nothing should be too tight. Skip the cleavage-bearing
We heard the same sentiment from Jacquelyn Youst, a
Pennsylvania-based etiquette consultant.
“Office holiday parties are an extension of the office. This is not the
time or place to wear your short skirt and low-cut blouse,” Youst said.
“Maintain a professional level of decorum.”
This isn’t your chance to push your “I’m casual so I dress casual” agenda, says Laura Handrick, an HR analyst at Fit Small Business.
How to drink:
Keep it at two
This is the section you’ve probably been waiting for; all the good
horror stories are usually the handiwork of booze and beer. As humorous as
these stories can be, jobs and reputations are on the line when you’re four Sazeracs
deep and ready to air your grievances.
Carlota Zimmerman, a career expert based in Los Angeles, says
you can give yourself a head start by eating before you
“Even half a sandwich and a protein smoothie will work,” Zimmerman
said. “Just get something inside you so that the first martini won’t have you
self-righteously glaring at your boss as you mentally assemble your declaration
converse: Keep it cordial
Office holiday parties require conversational skills — introvert or not, you’re probably going to be forced
to talk with someone you don’t know that well.
The rules for conversation are essentially the same as drinking:
moderation wins. Don’t get too deep and don’t come off as too superficial.
“Appropriate conversation is any compliment related to the holiday
outfit others have chosen or any topic related to the holidays, family time or
time off,” Handrick said. “’Will you get to see your mom this Christmas in
upstate New York?’ is fine.”
When to leave:
Read the room
Once you’ve had
your chance to have a couple of drinks and engage in conversation, you may be
ready to head home or to another party.
If the second
party is better than the first, don’t mention that to your colleagues, Grenny
said. And if you’re worried about leaving too early, gauge the atmosphere.
“When it comes to leaving, take your cue from the majority,” he said. “Leave when most people are leaving.”
you: The final step
Whether you loved
your holiday party or hated it, many of our experts said that expressing your
gratitude about the party is a professional and polite way to acknowledge the
time and money they put into the party.
Amber Hunter, an
employee experience director at A Plus Benefits,
said that you can leave a lasting impression on your bosses if you let them
know you enjoyed yourself and appreciated the company’s efforts to plan a
Bottomline: You spend more time with our co-workers than your family throughout the week. And, in some respect you probably become close friends or they become an extension of your family. The office holiday is a break from everyday work, where you get to meet your co-workers significant other. Have fun and don’t do anything that will make you look foolish and make everyone else uncomfortable.
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 an account executive, call; 866.294.2467.
Eggnog, ugly sweaters, and shopping, yes shopping are three things synonymous with the holidays. Whether you are into any of these or not, they have become some of the things to do, in North America, during the holiday season. And since, online shopping has become part of our holiday shopping habits, it goes without saying, a level of caution has to be applied before clicking on a link for those ‘must-have-shoes’ that are calling out to be bought.
shoppers are enjoying the wave of online deals and discounts, thanks to
retailers creating a whole season of shopping specials designed to keep you
browsing and buying through the dark days of winter. Online shopping
conveniently lets you skip the cold, the crowds, the lineups, and the incessant
holiday music in the stores. Plus, shopping online can be fun”.
And before you pull out that credit card here are 5 tips
from that can help you have Happy Joly Holiday if use them.
number one rule of online shopping is to shop securely. Any reputable retailer
will have a secure site — meaning any personal and credit card information you
give them is secure. Look for the padlock icon in the address bar next to the
retailer’s web address or an extra “s” in the URL after “http”. The URL should
start with “https.” The last thing you want is to purchase a sweater for your
mom only to have your credit card compromised and used to buy thousands of
dollars of expensive stereo equipment.
You should also make sure you are on a secure Wi-Fi network. As a general rule, try to do all online shopping from the comfort of your own home. Using public Wi-Fi can leave your personal information vulnerable.
of the biggest benefits of shopping online is the ability to comparison shop
with ease. No more trekking through the entire mall looking for the perfect
wallet. Tools like Google’s shopping search make it easy to quickly scour the
web based on specific criteria like price point, brand, style, and colour. It’s
like having a personal shopper at your fingertips.
all about saving money while you spend money. Shopping online means that you
will be putting your purchases on a credit card. Make sure your credit card has
a rewards program so that you can rack up points that you can use towards
paying off your credit debt or paying for things like flights, hotels and car
rentals on your next vacation.
brands you know and love
are so many online retailers out there competing for your money. Low prices can
be enticing but there is nothing worse than ordering an item only to be
disappointed when you open the package because it doesn’t meet your
expectations. Your safest bet is to order online from stores that you already
know and love. Being familiar with the service, quality, sizing and return
policy helps to greatly reduce the possibility of getting stuck with something
you don’t like or want.
When trying to decide what product to buy online, be sure to factor in where it is coming from and when you need it. To avoid massive shipping fees, it is wise to shop well in advance of the date you need the item so that you don’t have to express ship anything. Buying from Canadian retailers is the best way to make sure your shopping is in ship-shape. You’ll get your packages quicker and with little to no shipping fees.
Bottomline: shopping online has become much easier than in previous years. And the number of Canadians and the world in general, who has flocked to online shopping is staggering. In closing, shop secure and be merry.
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?
“Fewer hours. Less travel. More flexibility. Minimal
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
“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.”
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 leaveandremote-workoptions, 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”.
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
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
“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
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.
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?
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.
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.
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
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.
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:
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
identification of trends using graphics with easy-to-use data visualization
Gain up to the
minute management insights of workforce through comprehensive analytics. Drill
down for more detail and utilize what-if analysis
business problems before they occur, by gaining instant visibility with early
warning systems reporting-so you can make better, informed people decisions.
and HR Compliance
and US compliance and regulatory payroll, HR and collective bargaining
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
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
Work etiquette is part common sense and part culture and can depend on
the company you work for. For example, the corporate culture at the company you
work for, might have a list of unwritten rules about work etiquette. It is up
to you to know them, and if you don’t make, an attempt by asking someone who has
been at the company longer than you have been. All workplaces are different,
but basic work etiquette is pretty universal within a country.
“Shut off your cell phone It can be tempting to zone out by checking personal email on your smartphone or scrolling through Facebook during a team meeting. Resist, says Diane Gottsman, a national etiquette expert and founder of The Protocol School of Texas. When you’re on your personal device, you send a message that the meeting and work aren’t your priority.
Be mindful during conference callsYou wouldn’t crunch a bag of potato chips during a department meeting or send out a flurry of personal tweets. So, don’t do it during a conference call, says Gottsman. A general rule for video calls is to imagine you’re in an in-person meeting. Be especially careful if you’re calling in from home.
Know your email etiquette Email subjects should clearly communicate the point of your message, Gottsman says. She also advises to be cautious when using the Bcc or blind copy features. You run the risk of the person who’s blind copied responding to everyone, she says. “There’s secrecy in blind copying. A cc feels more upfront.”
Think before adding an emojiEmojis can soften the tone of requests you make of your employees or colleagues. But, they also create the potential for misunderstandings. One recent study found that using smiley faces in work emails makes readers perceive the sender as less competent. It’s safest to use emojis with colleagues you know well, says Senning.
Keep notifications in checkIf you’re using your personal laptop for a work presentation, build in time to disable notifications that might pop up. For Belanger, who received that mid-presentation question about her date, it was an instant message, but it could also be Facebook alerts or even calendar reminders.
Don’t friend-request your boss We spend most of our days at work, and that’s where we build our relationships. So, friending a co-worker on Facebook might feel natural. But it’s also a risk. You might see a picture from their personal life that makes you uncomfortable. If that’s the case, “there’s nothing wrong with unfollowing someone,” Gottsman says.
When F2F is better than screen-to-screen Senning says part of good tech etiquette is knowing when not to use it. Relying heavily on email presents a genuine challenge to our ability to empathize, he says. For issues that are sensitive or could impact the relationship between colleagues or between a supervisor and her direct report, it’s better to meet face-to-face. It doesn’t have to be formal, a quick coffee or a “walking meeting” often works wonders to facilitate clear communication.
Say you’re sorry Inevitably, despite our best intentions, embarrassing tech mistakes will happen. “Technological tools are extremely helpful,” says Gottsman. “They make our job and life easier. But at the same time, they can complicate matters because we don’t use them right, or we get too comfortable. We need to use technology responsibly and politely.”
Bottomline-Many of these work etiquettes mentioned here are not hard to adopt, and as previously mentioned, most of them comes down to common sense.
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.
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.
The creeping bureaucracy-There are too many levels of approval and management
to get things done and a singular focus on micromanaging employees.
The gigantic bottom line-Profits, beating the competition, and cost cutting are
solely focused on without consideration of other bottom lines.
Bullies rule the roost-Management bullies employees, or tolerates bullying
when it occurs among employees.
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.
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
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
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.
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
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.
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.
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
Want to eliminate your company’s use of paper for requesting time-off? Here are 5 benefits of employee self-service with ATS TimeWorkOnDemand:
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.
Empower people: Employees can manage their absence
requests any time, anywhere, using a computer, tablet, or mobile device.
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.
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.
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.
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.
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.