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Companies switch to ATS time and attendance solution for a variety of reasons, some include: They are fed up with the nightmare of an outdated time tracking system, inaccurate spreadsheets or using a solution that cannot keep pace with the growth of their business. Below is a list of some of the horror stories we hear from some customers, before they made the successful switch to ATS:

Manual time tracking
Who does that in the 2016? It turns out, some companies still do. If your time and attendance process is not automated this simply means, your company is exposed to human error.

Payroll day nightmares
Processing employee hours for payroll can feel like a recurring nightmare especially if you are using an antiquated system along with keying that data manually. These types of processes can inhibit a company’s growth prospects and frustrate your payroll practitioner.

Halloween Nightmare Signs That Points To Your Current Time And Attendance System

No data integration
Outdated time and attendance solutions are not sophisticated enough to integrate to third-party applications. And, as your business grows, you will need to keep pace with compliance and work rule policies. Do yourself a favour and toss that paper time sheet.

Executives are not happy
Business executives need tools that will help them make informed business decisions. These tools should come in the form of, up-to-the-minute analytics and key performance indicators (KPIs)- because frankly, no business leader wants to make ghoulish decisions.

Real-time reporting
If you are using paper time sheets then real-time reporting is not an option. And, while some workforce analytics can be somewhat tedious, you could be creating your own torturous horror show when you are using a manual time tracking system. These types of systems are prone to human error and yes, that includes employees being under or overpaid.

Halloween is supposed to be about trick or treating and a fun time for kids. And, if you are using the right solution the nightmares will go away. For more information about how ATS Time and Attendance solution inspires growth in small and midsized industries, you can download a brochure, view a demonstration or call us at 866.294.2467.

Halloween Nightmare Signs That Points To Your Current Time And Attendance System

Time and Attendance has seen a rejuvenated growth over the last several years. Traditionally, this has been a technology investment mainly for large organizations with hundreds of employees. To these businesses, time and attendance is an efficient way to track employee time, save on payroll costs. Smaller organizations on the other hand, felt they could get by using standard paper time cards or time sheets. Over the past few years though, we are seeing a growing interest among small and medium businesses in adopting the solution similar to their larger counterparts. And some of the reasons including a rising pressure to remain competitive, reduce costs and accelerate growth.

So, why does your small business need an automated time tracking solution? Well, if you are using different processes, activities, and systems to run your business, and you need to establish numerous workflows and procedures – some manual, some automated – that may or may not be formally documented. Essentially, what you have is a variety of departmental applications and outdated databases that are disjointed, has no integration capabilities and probably driving you nuts.

As a growing small business what you need a modern, agile time and attendance solution that is cost-effective, has built-in flexibility and future-proofs your company for long term innovation and growth.

ATS Time and Attendance for small business delivers first rate solutions and services that are sized for your business. The solution is designed to:

  • Instantly improve workforce productivity
  • Minimize the need for IT resources
  • Fit your budget and provide a rapid return on investment (ROI)

ATS Time and Attendance for small business offers small businesses a choice between traditional onsite deployments and robust Software as a Service (SaaS) time and attendance solution designed to help you achieve the trappings of success, while streamlining payroll costs. ATS Time and Attendance for small business can help you to get up and running even faster and will reduce your on-going operational costs so you can get back to focusing on increasing profits for your business.

To learn more, download a demonstration. You can also register for our upcoming webinar ‘Embracing the Cloud Will Make Your HR and Payroll Practitioners Happy’. To reach sales, call 866.294.2467.

Does Your Small Business Need An Automated Time Tracking Solution?

Lean manufacturing is about a set of process that helps the elimination of waste. The fundamental principle of lean is adding value. The “value” is described by Wikepedia in this way “Working from the perspective of the client who consumes a product or service, “value” is any action or process that a customer would be willing to pay for”.

So, what’s the correlation between lean manufacturing and a cloud-based time and attendance? Using a cloud time and attendance solution means; a company does not have to purchase software licenses, or have a Server dedicated on which to host the application. While there are other similarities, it’s clear the adoption of cloud-based solution gives lean manufacturing companies-a distinct advantage over their competitors.

According to IDC Manufacturing Insights, more than 22% of surveyed manufacturers said they are running cloud services in their organizations and another 44% said they are currently implementing or intend to implement cloud computing to enable process optimization and cut cost. The survey also showed that the percentage of companies managing traditional infrastructure spending will fall to about 38% from 54.8%. Although the number of cloud adopters in recent years has increased, a significant portion of manufacturing companies are still missing the benefits of things like; workforce analytics and efficiency improvement that the adoption of cloud software can create.

Today’s lean manufacturing operations are also adopting cloud-based strategies for its 24/7 mobile access and its ability to provide seamless integration to; Talent Management, Payroll, ERP and CRM applications, thus optimizing workforce allocations across local, regional and global manufacturing centres.

Bottom Line:
The goals for implementing lean manufacturing standards and that of a cloud-based time and attendance are the same, value. That’s why many organizations are now adopting a cloud-based solution like ATS TimeWork OnDemand to streamline key areas of their business, and allowing management to focus on growth activities, not just operational tasks.

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Can Cloud Time And Attendance And Lean Manufacturing Work Hand In Hand?

How relevant is the role of the CIO or IT manager in 2016? That depends on who you ask. Even strong proponents of cloud computing technology (ATS included) agree that while the role of these individuals may have changed over the years, they remain extremely important. There are, as always other factors to consider, like the size of the organization. For example a small company with 50 employees might do well with an outside IT consultant, while a company in excess of 300 employees may decide to employ in-house IT personnel. And, while solutions like cloud-based time and attendance are gaining wider acceptance that does not mean the role of IT is being diminished, in fact the reverse is true.

CIOs and IT managers alike need to remind their organizations of the important role that IT plays within the larger scope of the business. They should also not been seen as an agent who hate change, for example, an unwillingness to accept a cloud solution especially, if other businesses executives are open to exploring the idea.

The role of IT within an organization warrants attention because as technology advances, the future of companies will depend on the IT strategies employed by the key decision makers.  However, the lingering question is whether the decision makers for these new and advanced technologies will remain the responsibility of IT or if it will be assumed by others, internally or externally?

To learn about ATS cloud-based solutions, go to our website and download a brochure or demonstration. To attend one of our weekly webinars, call 866.294.2467 or register online.

Is The Role Of The IT Manager Still Important Within An Organization?

Remote Workforce And The Rules Of Engagement

October 18th, 2016 | Posted by Apex Time Solutions in Cloud Computing | Telecommuting Employees | Time and Attendance Blog, Workforce Management Software - (Comments Off on Remote Workforce And The Rules Of Engagement)

For many companies the notion of a remote workforce is inconceivable and it is something they would not entertain, regardless of changes in the working world. They have been doing the same thing for many years and see no reason to change. On the flipside there are some companies who may choose to incorporate a remote workforce to complement their standard operations, For example, you may decide that your technical support reps and sales personnel adds costs by driving each day to sit at a desk. And for some of the businesses, who have a rigid policy against employees working from home, will need to have some sort of work from home contingency plan in place when their employees are not able to travel due to bad weather conditions.

Setting a remote workforce has its pros and cons and, like every business model, considerable thought should be given to it before its implementation. Here are three tips to consider, courtesy of an article by Bartie Scott for Inc.com titled “3 Tips for Keeping Flexible Workers Happy and Productive”

  1. Balance fixed pay with performance incentives
    To prevent paying full freight for a flexibly-located or -scheduled employee who winds up as a resource drain, base some pay on productivity benchmarks. Holmstrom’s work implies that it’s best to set aside a portion of an employee’s potential pay for a time when his or her performance can be better evaluated. Good performance is a win-win, and bad performance means that allowance can be put back into the company.
  2. Measure performance against peers
    Besides breeding some healthy competition, comparing performance to peers better accounts for factors beyond your employees’ control and avoids punishing them for broader market downturns. Instead, if workers are given the same resources and training, individuals’ abilities will be revealed over time. High-risk industries that can’t afford employee churn and uncertain costs should provide more fixed compensation. Lower-risk industries can afford to try out offering performance incentives on new employees to reward the best and weed out those who can’t cut it.
  3. Leave room for uncertainty
    Hart’s incomplete-contract theory states that because performance is difficult to predict and unexpected events arise, contracts must lay out a method for decision-making in case of unforeseen circumstances. That’s why it may be pertinent to negotiate with a new hire to revisit bonuses or benefits after some time has passed and the employment arrangement is more predictable.

Here is a quote from Marten Mickos CEO of Eucalyptus Systems in a recent interview “Offices are so last century,” Having everyone in one location “was really an invention of the Industrial Revolution. It’s much more natural for people to work where they live.” He goes on to say, “We have a few employees I have never actually met.”  And, when asked how he knows they’re all working, he says “telecommuting can actually boost productivity, it’s much easier to fake it in an office than it is from home, where the only way to seem productive is to actually be productive.”

Bottom-line a remote workforce is not ideal for every company. However, the companies that implement telecommuting, the rules of engagement need to be clear so, both sides understands and adheres to the stated objectives. It’s also worth noting that not every employee is cut out to be a telecommuter. It takes a tremendous amount of discipline-hence, some employees; love the idea of driving to work each day to work at a desk in an office.

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

To learn more, call 866.294.2467. And to view a demonstration or attend a weekly webinar go to our website.

Remote Workforce And The Rules Of Engagement

Techopedia describes disruptive technology this way; “Disruptive technology refers to any enhanced or completely new technology that replaces and disrupts an existing technology, rendering it obsolete. It is designed to succeed similar technology that is already in use. Disruptive technology applies to hardware, software, networks and combined technologies”.

Here are a short list of some things that could be considered that are either obsolete or taking traditional industries by storm:

  1. Fax machines-scanning a document and then emailing a document is a cheaper and quicker alternative to faxing.
  2. Landlines (they are slowly being replaced by VOIP and smart phones)
  3. VHS tapes and DVDs.
  4. Video rental stores-they have been replaced by Software-As-A-Service (SAAS) or as commonly referred to “cloud computing” service.
  5. Music CDs- iTunes and Spotify are two cloud-based music streaming services that have replaced them.
  6. Traditional taxi cabs- They are being forced to change with the times and up their game with services like Uber.
  7. Hotels/Lodging Industry-The arrival of Airbnb has given notice to the hotel operators around the world.

In a post titled “12 Disruptive Technologies That Have the Potential to Change Your Business” by Eric Sherman for Inc.com we selected five out of the list, all of which has already disrupted the way in which business operates. In no particular order, they include:

“Internet of Things–With sensors on devices, clothing, machinery, and virtually anything else you can think of, all using wireless and near-field communications to communicate with networks and the rest of the Internet, there will be major impacts on business process optimization, manufacturing, natural resource use, utilities, energy delivery, and remote healthcare.

Cloud–Cloud technology can provide centralized computing resources to serve many users, whether internally in a company or through a third-party service. More efficient use of resources will put pressure on the computer and IT industries, as more work is done by fewer machines and people. At the same time, cloud can offer software and computing services that let businesses run more efficiently and enable many technology entrepreneurs to get the resources they need far more economically than by building their own systems.

Advanced robotics–Exoskeletons, artificial and enhanced sight and hearing, remote physical manipulation, and artificial intelligence will make changes in manufacturing, healthcare and surgery, such basic service activities as food preparation and cleaning, and consumer use.

3D printing–Whether high-profile use in producing individual guns or research that could allow devices to literally make meals, 3D printing is rapidly gaining prominence. Printers could change the way companies make almost anything through distributed manufacturing, enable consumers to make products themselves, or create tissues and organs for transplanting.

Advanced materials–Materials science has been an important area that many people have ignored. But modern plastics, specialized automotive steel, and semiconductors are just three areas where it has been important. The influence will only expand as such technologies as graphene, carbon nanotubes, nanoparticles, and memory and self-healing materials affect energy storage, computer displays, enhanced chemicals and catalysts, consumer electronics, medicine, and many types of manufacturing.

These changes and others will continue into the future. Companies who choose to stick to all things traditional are likely the ones who will be blindsided as these changes occur.

Keep current with ATS:

Today’s Businesses Must Adapt To Disruptive Technology

According to Webopedia, “Cloud computing is a type of computing that relies on sharing computing resources rather than having local servers or personal devices to handle applications”.  For many businesses the traditional way of accessing information involves accessing applications downloaded on a physical computer or server in their building.  In the world of cloud computing, businesses can access the same kinds of applications, but this time they do it through the internet.

When you update your LinkedIn status, you are essentially using cloud computing. Do you pay any of your your bills or access any app by phone? If so, you are in the cloud. Many small and large businesses rely on cloud computing to solve their business challenges. And, this type of technology has become a competitive advantage, for many smaller companies, who previously saw large corporations deploy cloud applications with a great deal of success.

But why are so many businesses now moving to the cloud? Simple, the benefits of the cloud helps improve cash flow and increases workforce efficiency. Here are some additional benefits:

Scalability
Smart CIO and IT Managers who have done their due diligence have embraced the cloud. Many of them are now encouraging their CEOs to deploy the cloud over on-premise solutions. For example, cloud computing allows you to scale up or down based on your needs. This unprecedented level of agility can give businesses using cloud computing a distinct advantage over their competitors.

Improve Cash-Flow
Business executives are not fond of tying up a lot of their capital in IT projects and they should not have to. With a cloud computing application like ATS TimeWork OnDemand, the pay-as-you-go, subscription-based model eases cash flow. And, the quick turn-around time of database set up, and deployment, is sure to make most naysayer business executive embrace the cloud computing.

Access 24/7, Anytime, Anywhere
With an Internet connection, regardless of where you are, you can access ATS TimeWork OnDemand. The beauty of cloud computing means, you are not restricted with which device you can use; whether it’s a Smartphone, tablet or workstation you can still access the cloud.

Any of the benefits mentioned is enough to convince many business executives to give cloud computing some serious consideration. And after talking to customers who are using ATS TimeWork OnDemand, we are pretty sure they will make that move.

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Keep current with ATS:

Benefits Of Cloud Computing? There Are So Many, Where Do We Start?

If prodded a smart business executive might admit the importance of their HR managers. Let’s face it, no company can succeed without its employees but who does the hiring, training, employee satisfaction surveys, retaining of said employees and exit interviews? That’s right, it’s HR.

In Dr. John Sullivan’s article titled ‘Here’s What HR Must Do to Have the Business Impact CEOs Want’ he states, in part; “You shouldn’t need a survey to realize the importance of talent to a business. We have a high impact for a variety of reasons. The first is cost, because employee and HR costs are often the largest single corporate variable cost item (as much as 60% of all corporate variable costs). Second, the talent function has a further major impact because all ideas and innovations come from well-managed employees. And obviously you can’t have great customer service and smooth operations and production without an excellent workforce. He concludes this statement by quoting Jack Welsh who said “HR should be “the most important department of a company.”

In the digital era of big data and analytics smart HR departments are turning to those tools to help them; indentify recruits, predict attrition rates, measure performance, and track employee data with a robust application to improve workforce productivity.

 

In the end, there is no denying the important role that HR plays within an organization- but they also need the tools to propel their decision making.  And, if HR is going to become a more data-driven department, (as they should) senior executives should do everything in their power to ensure, this important department has the necessary automated tools at their disposal.

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

To learn more, call 866.294.2467. And to view a demonstration or attend a weekly webinar go to our website.

The Immeasurable Importance Of HR

What’s The Best Way To Deal With An Employee Who’s Wrecking Office Morale?

October 11th, 2016 | Posted by Apex Time Solutions in Benefit Accruals | Time and Attendance On-Demand | Time and Attendance System | Workforce Management Solutions - (Comments Off on What’s The Best Way To Deal With An Employee Who’s Wrecking Office Morale?)

In a perfect world all employees are great to deal with i.e. arrive on time for work, takes the initiative and goes over and beyond the call of duty. Of course, we do not live in a perfect world. So, what are the strategies for dealing with difficult employee?  Experts suggest dealing with the bad behaviour of employees as soon as possible so, it does not permeate through the organization thus, affecting the morale of your workforce. There is no dodging from dealing with a difficult employee and this burden of responsibility should be shared between HR, the manager who that employee reports to and senior management.

Here are some tips from Amy Gallo contributing editor at Harvard Business Review from an article titled “How to Deal with a Toxic Employee”

Do:

  • Talk to the person to try to understand what’s causing the behavior.
  • Give concrete, specific feedback and offer the opportunity to change.
  • Look for ways to minimize interactions between the toxic employee and the rest of your team.

Don’t:

  • Bring the situation up with your other team members. Allow them to mention it first and then provide suggestions.
  • Try to fire the person unless you’ve documented the behavior, its impact, and your response.
  • Get so wrapped up in handling the issue that you ignore more important work and responsibilities.

Employees do not automatically become bad apples overnight; something had to have happen for their behaviour to change. The trick then is to dig deeper, and figure why this is happening and how your organization can resolve it so, it does not become a determent to the health of your workforce. Some might argue and they will be right, that the employee did not exhibit this type of behaviour during the interview process. That’s also true, but how many employees are going to show his or her lest than pleasant side during the interview process, let alone five months into their new job? It is also naïve and unrealistic to expect that all co-workers will truly like and appreciate each other. It’s not, however, unrealistic to expect a respectful, courteous and productive work environment.

In closing, a change in behaviour of employee from good to bad could stem from a personal situation in her life. It could also be that the manager he reports to is horrible to deal with, or perhaps, they are being shunned by co workers etc. However, you decide to deal with a difficult employee, diplomacy should prevail, because your other employees will be watching how you deal with it.

Keep current with ATS:

What’s The Best Way To Deal With An Employee Who’s Wrecking Office Morale?

It’s Thanksgiving Day across Canada and if your payroll or HR personnel are wondering how they are going to assign the holiday pay to employees to eligible employees then your company, is behind the proverbial “Eight-Ball”.

In an article by Jon Hyman for workforce.com, titled, “8 Things You Need to Know About Holiday Pay” it lists some common questions that many companies still ask today about holiday pay for its employees. We selected three out of the eight that can be applied to both Canada and the United States. In no particular order they are:

“Can we require employees to work on holidays? Because holiday closings are a discretionary benefit, you can require that employees work on a holiday. In fact, the operational needs of some businesses will require that some employees work on holidays (hospitals, for example).

Can we place conditions on the receipt of holiday pay? Yes. For example, some employers are concerned that employees will combine a paid holiday with other paid time off to create extended vacations. To guard again this situation, some companies require employees to work the day before and after a paid holiday to be eligible to receive holiday pay.

If an employee takes a day off as a religious accommodation, does it have to be paid? An employer must reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. One example of a reasonable accommodation is unpaid time off for a religious holiday or observance. Another is allowing an employee to use a vacation day for the observance”.

When it comes to holiday pay, it is unwise to assume and far better to be accurate. Depending on the jurisdiction in which your company operates, holiday pay calculations can be different. Government entities from Alberta to Yukon and other regions across Canada, have statutory holiday pay guidelines on their websites that your company can use.  And, if your company has a collective bargaining agreement, this also has to be taken into consideration. One thing we know for sure is that if you are using an automated time and attendance system, but still have to figure out which employee worked the holiday through spreadsheets, then you are likely using the wrong system. And, as for manual time tracking, it won’t help you help you figure out how to apply statutory holiday pay.

There is no need for your payroll or HR department to be stressed out, if your company is using ATS TimeWork OnDemand. ATS TimeWork OnDemand is a dynamic, and award-wining application that automates the collection, calculation, and reporting of employee hours. This intuitive and robust solution automatically calculates and applies holiday pay based on eligibility and your company’s work rule policies, and leverages collected attendance data so you can minimize unapproved overtime, thus reducing labour costs.  ATS TimeWork OnDemand is supported by powerful analytics tools, and is relied on by thousands of organizations to improve workforce productivity.

Bottom-line, if your HR or payroll manager is using ATS TimeWork OnDemand, they no longer have to worry about manually assigning holiday pay. After all, part of the Canadian Thanksgiving is to witness the colour of the leaves, as they change, eat lots of turkey and spend time with friends and family alike.

To learn about ATS Time and Attendance Solution download, a demonstration or call 866.294.2467.

It’s another Statutory Holiday And Your Payroll Practitioner Is Scrambling, Why Is That?