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Cloud computing solutions like ATS TimeWork OnDemand, is changing the way healthcare entities including; hospitals, life sciences, clinics, biotechnology manufacturers and the pharmaceutical industry deliver quality, affordable services to their patients. And, by embracing ATS TimeWork OnDemand, the healthcare industry can improve operational efficiency, increase employee productivity, and respond to market demands with agility.

Healthcare Practitioners Embrace The Many Benefits Of The Cloud

Here are three reasons why healthcare providers are ditching paper, and instead are moving, to a cloud computing solution like ATS TimeWork OnDemand:

ATS TimeWork OnDemand set of cloud-based workforce management software solutions replaces complex paper-based processes, and systems with best-of-breed, yet intuitive technology, empowering payroll and HR professionals alike, to deliver streamlined workforce processes and remarkable experiences.

Moving to the cloud, allows healthcare entities to spend more time with patients and less time on infrastructure-related activities, laying the foundation to perform workforce management and human capital management (HCM) functions more effectively and efficiently.

Healthcare Practitioners Embrace The Many Benefits Of The Cloud

Simplifying the data integration landscape-with  third-party Payroll, HR, Talent Management, CRM and ERP all using ATS integrated purpose-built middleware solution tool to send data to each other in a cohesive manner and achieve unparalleled end-to-end efficiency. With ATS TimeWork OnDemand, the result is a connected, application that automates, anticipates, and unifies your business processes together.

To learn more about ATS TimeWork OnDemand for healthcare, or to attend one of our weekly webinars, go to our website. To speak to a representative, call 866.294.2467.

 

This past Sunday, November 4, 2018, at 2:00 a.m., daylight savings time occurred with many provinces and states across the US setting their clocks one hour back. And, every year, a growing chorus of health professionals, bemoans the need for this and, like many of us, ask why is it we simply don’t get rid of daylight savings time altogether.

Here is an excerpt from a recent article with some compelling reasons to ditch this yearly ritual, by the Canadian Broadcasting Corporation (CBC) titled Eight scientific reasons to ditch daylight time:

  1. You are eight per cent more likely to have a stroke for two days after changing your clocks.
  2. You are also 24 per cent more likely to have a heart attack the Monday after (and 21 per cent on the Tuesday)
  3. Suicide rates in men increase for two weeks after the clocks change.
  4. Judges give harsher legal sentences the day after switching to daylight time
  5. Losing that hour of sleep increases workplace injuries, and the injuries themselves are much more severe.
  6. You’re also more likely to get into a car crash. In fact, this researcher estimates that over the years, 30 fatalities have been caused by the time change.
  7. Daylight time can lead to a dramatic increase in ‘cyberloafing.’
    In adolescents, it can take over a week to adjust to the change, losing an average of 32 minutes of sleep per night, which messes with their memory and reaction time.

Bottom line: Daylight savings time has served its purpose, whatever purpose it was. Lost productivity and sleepy eyed employees is not exactly what employers expect in their organization. Maybe that’s why the European Union is considering doing away daylight savings time in 2019.

Bottom line: Daylight savings time has served its purpose, whatever purpose that was. Lost productivity and sleepy eyed employees is not exactly what employers expect in their organization. Maybe that’s one of the reasons why the European Union is considering doing away daylight savings time in 2019.

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Employees using their face to record their hours of work is becoming quite common in time and attendance world. And, now it appears that the use of this technology, albeit slowing, is also being adopted at some airports according to a recent article, by Stuart Emmrich titled Will Your Face Be Enough to Get You on a Plane? for The New York Times, and reads in part;

“Earlier this week, the Transportation Security Administration released a 23-page report outlining changes it is proposing on how passengers are screened before boarding their flights. Key among those changes is the proposal that passports and other forms of identification will eventually be replaced by biometric technology.

Early this year, the agency began testing facial recognition technology for international travelers at Los Angeles International Airport. The biometric technology matches facial images to photos in government databases, such as photos obtained from passports or visa applications.

And in 2017, the T.S.A. tested fingerprint technology at the T.S.A. PreCheck lanes at the Atlanta and Denver airports. The technology matches passenger fingerprints provided at the checkpoint to those provided to the T.S.A. by travelers who have enrolled in the PreCheck program.

Biometric technology is also being evaluated by individual airlines. Delta Air Lines announced in September that it is building a dedicated biometric terminal at Hartsfield-Jackson Atlanta International Airport. The technology, to be installed at Terminal F, would allow passengers to check-in at the self-service kiosks, drop off their checked baggage at the counter and then be used as identification at the terminal’s T.S.A. checkpoint”.

 If you are unfamiliar with ATS biometric time clocks, these data collectors includes the latest in technology and works, in tandem with our time and attendance application, to deliver exceptional value – helping organizations control labour costs, minimize compliance risk, and improve workforce productivity.

Using ATS biometric technology, your organization can expect:

Options
A variety of biometric data collectors to choose from that include: fingerprint, hand geometric face recognition and a variety of biometric features, and mobile capabilities. ATS biometric data collectors, offers enhanced technology, thus allowing employees to easily and more accurately enroll on the time clock’s controlled finger, hand geometry or face recognition template– which reduces, read error rates for a more accurate biometric enrollment, and protect employees’ personal information and eliminate costly buddy punching.

Peace of Mind
Backup battery protects employee information against power outages and flash memory backs up data. And, with open standards, field upgradeability and keypad functions, these time and attendance biometric time clocks are —ideal blend of performance, function, style, and affordability designed for essential workforce management functionality.

Accuracy and Productivity
No more manual data entry which is always prone to errors and, instead can look forward to a best-of-breed application that will enforce pay and attendance policies at the time of an employee recorded hours. An application that will improve workforce productivity by giving employees intuitive self-service access to scheduled hours and time-off balances from any device, from anywhere.

ATS advance biometric time clocks are designed for today’s advanced cloud computing workforce and provides state-of-art, touch-screen functionality and accurate, up-to-the-minute analytics data your company can rely on.

To learn more, register for one of our weekly webinars, or download brochures or a pre-recorded demonstration go to our website. And, to speak to an account executive, call 866.294.2468.

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Is Conflict Ruining Your Team’s Cohesion? Here Are Some Tips On How To Handle It

October 24th, 2018 | Posted by ATS in Careers | HR | Time and Attendance Blog, Workforce Management Software - (Comments Off on Is Conflict Ruining Your Team’s Cohesion? Here Are Some Tips On How To Handle It)

Employee conflict occurs on every team, whether it’s in little league baseball or in your professional work settings. How the leader of the team, handles conflict can either make or break the cohesion of the team— moreover, no one benefits when these conflicts are ignored—not the employees or managers.

Is Conflict Ruining Your Team’s Cohesion? Here Are Some Tips On How To Handle It

Here are some tips on how to handle conflict from an article titled 4 ways to harness the power of conflict in your team from HR Grapevine:

  1. Be explicit about the value conflict can bring: As a team leader, subtly trying to influence the level of conflict in your team won’t work. You need to be explicit in your expectations and why a degree of conflict is needed and valuable for performance. Make it clear that differences of opinion within the team are both inevitable and useful. As a leader, state how you expect people to share their opinions, especially when they differ from the group, as this may help uncover assumptions, enlarge the pool of available information and shine a light on what matters most to those involved in certain tasks. Left buried, these differing opinions can derail a team; aired openly for consideration, the team can use put the insight to good use.
  1. Back conflict ideals with role modeling: It’s no use asking people to share their opinions and reacting negatively or defensively when they do. Remember the positive intent that’s often at the core of conflict; when someone is bold enough to share a controversial opinion it often reflects a deep level of care and passion for what they do. As a leader, listen for what it is a team member is protecting or trying to improve. Aim to explore and understand, rather than resolve and answer.

 

  1. Invest time upfront co-creating and establishing the team ground-rules: It’s common for a team to spend time clarifying its purpose but much rarer for a team to invest time explicitly discussing how people will work together and provide constructive challenge to the group. Contracting this in advance creates positive expectations and lays the foundations for building trust and clear communication. Alongside explicitly stating the value of conflict, spark a team discussion around: what would it take for people to feel able to speak without censorship? How can we disagree with each other whilst always ensuring people feel respected?
  1. Pre-empt relationship conflict with personality insight: Inevitably team members will have different values and styles in the way they interact with others at work. The more self-awareness and understanding team members have of each other’s preferences and how these may differ from their own, the less likely team members will be caught off guard or misinterpret someone’s style or approach. This insight helps stimulate and structure discussion around some of the personal differences it’s easy to overlook as a team.

Bottom-line: Understanding the reasons behind workplace conflicts can help managers tackle problems before—or after—a conflict turns into a face-off between departments that refuse to work together or a screaming match between colleagues.

A Bad Hire Can Be Costly, Here Are Some Tips That Can Help You Avoid This

October 10th, 2018 | Posted by ATS in Career | HR | Recruitment | Talent Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on A Bad Hire Can Be Costly, Here Are Some Tips That Can Help You Avoid This)

No HR professional or company executive wants to hire the wrong person yet every company has done exactly that at one point or another. And if your company is a very successful one do you have time to use the proper metrics to help you avoid the costly mistake of a bad hire?

A Bad Hire Can Be Costly, Here Are Some Tips That Can Help You Avoid This

In her article 3 Common Hiring Mistakes New Managers Should Avoid for the Harvard Business Review Whitney Johnson offers some solid tips on how companies can avoid bad hires. They include:

“If only I could clone myself.” Lauren Rivera, a researcher from Northwestern, told me via email, “what most people are looking for is ‘me.’” Her studies concluded that “interviewers who lacked systematic measures of what their company was looking for tended to fall back on themselves and defining merit in “their own image,” meaning that the most qualified interviewees were those who best resembled their interviewers.” It’s easy to want to make this kind of hire — a carbon copy of yourself. But they will be bored and frustrated quickly because there’s no headroom for them to grow and advance. You already have you and don’t need another you.

“If only I could find someone to do all the annoying stuff that I don’t want to do.” This impulse, while understandable, is an even more dangerous one. Sure, it is tempting to avoid the responsibilities you find tedious or challenging. But you’ll have trouble attracting talented people to a job that’s mostly boring work. If you want to off-load everything that you detest doing, mostly junk work, it’s likely you’ll disrespect the person you’ve hired to be your dumping ground (a sentiment they will be inclined to return).

“If only I knew how to do that.” There may be tasks that demand attention but you don’t personally have the expertise to complete them. You value this skill in other people, and it’s what you’re looking for in a new hire. But there can be a couple of pitfalls with thinking this way. Sometimes, there’s an undercurrent of envy — you may feel threatened because they have talents you lack. Or you may put them on a pedestal — we do this all the time when we say we want to hire a “unicorn” or a “ninja.” Either way, you risk overpaying financially — and emotionally. Not only that, if you don’t understand the work they are doing, you may not have a clear sense of what path this person needs to be on to maximize their talent and overall productivity.

Bottom-line-every company will or have had an occasional bad hire or two, the trick is to make sure it’s not a consistent pattern.

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To learn more, register for one of our weekly webinars, or download brochures or a demonstration. And, to speak to a representative, call; 866.294.2468.

Embracing Tech Buzz Words In The World Of HR

October 4th, 2018 | Posted by ATS in Artificial Intelligence | Cloud Computing | ERP | Google | HR | Labour Analytics | Time and Attendance Blog, Workforce Management Software - (Comments Off on Embracing Tech Buzz Words In The World Of HR)

If you are in HR, you are likely familiar with a variety of buzz words, especially, when it comes to technology and the many applications that are available in the market, to complement your business processes.

Below is a list of such buzz words that most if not all in HR, is familiar with by now. This list was first compiled by Sharlyn Lauby, of HR Bartender and regenerated by HumanResources Online.

Artificial intelligence (AI): From google maps to spam fillers, AI brings convenience and helps people fulfill their career ambitions. The future trend is to scale their efforts and bring consistency to their activities. Programming is out of the question, but HR leaders need to know enough to guide the conversation within employees and make the best decisions for the company.

Embracing Tech Buzz Words In The World Of HR

Boolean Search: This is a method for searching websites to limit the results by defining the relationships between key words. With all the new fancy search engines, fundamental tools such as Boolean Search can not be ignored by HR professionals. Google search is focused on recent results. Refining Boolean Search skills can quickly access information from any database of software. The must-know Boolean operators are SITE, INURL, AND, OR, NOT.

Machine Learning: Machine learning is quickly becoming an important data tool for HR professionals. What is it and how does it differ from artificial intelligence?

Enterprise Resource Planning (ERP) ERP is the successor of materials resource planning which is described as a combination of manufacturing, financial and materials management software functionality. Human resources, professional services and customer relationship management functions are added to ERP. ERP can go beyond the common benefits. It can use analytics to reduce workforce attrition, and therefore better target talent.

The Internet of Things (IoT): The Internet of Things – or IoT – is the latest technology term for HR pros. It’s all about connectivity but it’s much more than that.

Search engine optimization (SEO): SEO is a practice of improving the visibility and ranking of a website in the search engine. It is no longer only useful for marketing professionals. It is also crucial for HR professionals to minimise their talent acquisition efforts since more and more candidates are using major search engines for job searches. Mobile-optimised career microsites are becoming an important part of companies’ SEO strategies.

Software-as-a-Service (SaaS): SaaS is any software paid for through a subscription or licence rental that does not require one to download it onto a computer. SaaS is easily confused with the term “cloud”, which refers only to computing resources such as data storage, virtual servers or networks which are only accessible for the information technology departments.

In the end, some buzz words simply go out of fashion or are so over-used, that we get tired of them, and so just stop using them altogether.

By 2025 consumer attitudes towards retail will have dramatically changed. The rapid growth of robotics, cloud and artificial intelligence will permeate the retail and hospitality experience for both consumer and stakeholders. Anticipating consumer trends and deploying innovations that enhance employee and consumer experience and, simplify business operations will be vital to the long-term health and sustainability of retail and hospitality.

ATS Workforce Management for Retail & Hospitality provides these industries with an open, integrated, and best-of-breed application in the cloud, with state-of-art data collectors engineered to empower commerce. With ATS Workforce Management, organizations can streamline payroll costs and increase productivity, such as with a best-of-breed time and attendance, that’s demand-driven scheduling, and absence management software tools. Grocery operations, pharmaceutical, hospitality chains and retailers use ATS Workforce Management solutions to anticipate market changes, simplify businesses operations, and boost their bottom-line.

ATS Workforce Management Solution Helps the Retail and Hospitality Industry Thrive

Solution Benefits Include:

Employee Scheduling- ATS Workforce Scheduling, allows managers to easily leverage workforce data through an intuitive cloud-based interface, thus streamlining the scheduling process of their employees with roles-based self-service tools.

Workforce Analytics and Business Intelligence- ATS Intelligence (BI) analysis covers the macro picture down to the operating, financial and valuation information-and provides in-depth and economic factors that can impact decision-making.

Digital API Platform and Data Integration- ATS data integration tool, enables users to transfer data from one data source (such as text file, API, CSV or other data files) to an output destination. That output destination can be a text file, database, XML document, or another suite application. The key component of ATS Integration Manager is the interface that contains a set of steps, for the data transfer. By utilizing ATS data integration platform, companies can integrate to existing, ERP, Talent Management, HR, Payroll and CRM applications.

Budgeting and Forecasting- ATS Workforce Management for Retail and Hospitality, helps you eliminate costs, time, and errors with proper budgeting and forecasting on both short and long-term projections. The budgeting and forecasting module, allow you to integrate annual and periodic forecasting with weekly workforce management execution.

Next-Generation Data Collection- With ATS Workforce Management for Retail and Hospitality, you automate employee time and attendance processes to reduce payroll costs, comply with collective bargaining agreements and adhered to regulatory compliance. Some of ATS employee data collection include: face recognition time clocks, biometric hand punch, proximity and barcode time clocks and computer-based time clocks. ATS Workforce Management validates the collection of employee data, with up-to-the-minute reporting, to reduce overpayments.

ATS Workforce Management Solution Helps the Retail and Hospitality Industry Thrive

 

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To learn more, register for one of our weekly webinars, or download brochures or a pre-recorded demonstration. And, to speak to a representative, call; 866.294.2468.

 

3 Tips to Help Your Company Embrace a BYOD at Work

September 26th, 2018 | Posted by ATS in Employee Productivity | HR | SmartPhones | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on 3 Tips to Help Your Company Embrace a BYOD at Work)

Bring your own device (BYOD) concept, has been gaining in popularity for several years and some companies have implemented them with varying degrees of success within their organizations. If your company is considering implementing it, make sure you understand both the pros and cons that come along with it.

3 Tips to Help Your Company Embrace a BYOD at Work

Here are three tips from Jane Harper’s article titled Creating an Effective Cell Phones at Work Policy

“Employee cell phone policy must be consistent: Policies are more prone to collapse when a group of employees are living above them or observing a different version of it. You don’t want to bring in misunderstandings, resentment among team members or be accused of unfair treatment – enemies of productivity. Keeping the policy consistent regardless of sexual orientation, race, age, level, etc, is what makes it effective.

Specify the smart devices employees can use: Is there no need for some smart devices to be allowed? Your policy will be ineffective if it restricts only cell phones. That means employees can bring in personal tablets or similar smart devices to still create the problem you are trying to avoid by limiting cell phones. The policy should categorically state the personal technology permitted during the time of restriction.

Consider safety, security, and privacy: While creating an employee cell phone policy, there is a need to consider safety, security, and privacy. Presenting your policy as a means to only stop employees from work time theft or to only maintain productivity level is not totally ideal. Employees should understand the dangers of using devices while operating machinery or driving. It should be clear that downloading infected attachments on their personal devices could shut down the entire office if passed into to the office network”.

Bring your own device concept (BYOD) will not work for all companies. Because, while the costs will likely be borne by the employee, in such a situation, what happens when that employee leaves the company? It’s obvious that the company the will want the data, and if there is no policy that was drafted to deal with this, it could end up being a bad break-up between employer and employee.

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To learn more, register for one of our weekly webinars, or download brochures or a pre-recorded demonstration. To speak to a representative, call; 866.294.2468.

What Is The Point Of Ghosting Potential Candidates Anyway?

September 18th, 2018 | Posted by ATS in Careers | HR | Recruitment | Time and Attendance Blog, Workforce Management Software - (Comments Off on What Is The Point Of Ghosting Potential Candidates Anyway?)

The practice of ghosting in the world of work equates to some recruiters leaving job candidates guessing whether they are going to be hired or not, because the recruiter, has decided its best to simply ignore the candidate’s emails or phone calls. In other words, the candidate will eventually get the message that the company is not interested in their services. Wow! Who would want to work for company like that?

What Is The Point Of Ghosting Potential Candidates Anyway?

Of course, this worked well for the companies that employed this practice, for several years, until, the workforce demographic started to change with millennials, turning the tables on some companies and started doing the ghosting themselves.

In Riia O’Donnell article, Are your applicants ghosting you? Written for HR Dive succinctly describes this phenomenon. It reads in part;

“Ghosting has come full-circle. Dozens of websites are devoted to the complaints of candidates who’ve been ghosted by employers — never receiving acknowledgement for their application, no callback after an interview, being left hanging for a hiring decision. And now employers are seeing the same actions (or non-actions) taken against them.

Recruiters who hire for almost every level of employee, from entry-level to management, are experiencing the phenomenon. It runs the gamut from applicants who never respond to initial calls; those who miss interview appointments; candidates who hem and haw over offers, promising to ‘get back to you soon’ with an answer; and those who simply vanish off the face of the earth, never reporting for their first day on the job.In relationship-speak, ghosting is clear: no response is the response. As the market tightens, with competition getting even more fierce, ghosting may be a new paradigm.

How common is ghosting? The phenomenon may be learned behavior from when employers would ghost candidates. It may be that some candidates and employees believe its acceptable business etiquette. In a recent piece, LinkedIn suggested ghosting may be partly due to inexperience. Younger workers who aren’t accustomed to multiple job offers may simply not know how to say no politely and professionally.

To save time, some recruiters are starting to act like doctors or airlines, LinkedIn said — double booking interview slots, particularly for entry-level openings, in anticipation that up to half the candidates will no show. Others recommend hiring managers remain in a continuous recruitment mode to adjust for those who will walk off the job without notice. This, of course, could lead to more candidates being held at bay, which of course could lead to them believing they’ve been ghosted: bad manners coming full circle.

At its core, ghosting is a lack of communication. To minimize the chances of it happening at your company, it’s important to communicate in a way that invites job seekers and employees to be forthright. If a candidate can’t make the interview or won’t accept the offer, a recruiter can let them know he or she understands, but that the company would appreciate the honesty and professionalism of an upfront word. Another tack may be to gently let candidates know they would be eliminated from consideration for any future openings if they failed to make the interview or accept an offer without notification.

Bottom line: Job hunting is hard work and recruiters and hiring professionals alike should do a better job of communicating with job seekers. And, job seekers are not innocent themselves, since some of also practice ghosting. In the end, no one wins when both sides engage in the practice of ghosting each other.

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Happy and productive employees, is at the heart of an organization’s success. So, it goes without saying that using your employee’s time wisely is likely to help you reap favourable results. For instance, using an effective time and attendance application to track employee time will improve accurately boost morale and help you keep pace with regulatory compliance.

Using Time Wisely Is Critical To The Success Of Your Organization

For example, an ATS time and attendance tracking application analyzes employee work hours and provides you with real-time reporting. And, in addition to assisting payroll and HR personnel streamline labour costs, ATS time and attendance tracking application captures and reports on, the number of; sick, vacation, and paid-time-off days for each employee by week, quarter or per year and provides your company with the with tools to facilitate a smooth transition to payroll.

Additional benefits to ATS Time and Attendance includes:

Enhanced Efficiency: ATS time and attendance reduces the amount of time needed to perform routine tasks. For example, instead of asking payroll or HR personnel to manually input employee data into your payroll or ERP application, they can now submit that information electronically.

Reduction in Compliance Risk: ATS time and attendance eliminates the traditional and clucky time clock and welcomes best-of-breed manager and employee self-service dashboards, delivered in the cloud, complete with 21st HR and payroll functionality.

Control Attendance and Streamline Payroll Costs in the Cloud: ATS cloud computing time and attendance helps you reduce payroll costs with an intuitive and easy-to-use workflow processes- eliminates the burden of manual processes, thus improving operational processes.

To learn more, register for one of our weekly webinars, or download brochures or a pre-recorded demonstration. To speak to representative, call; 866.294.2468.