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Get Rid Of Payroll Nightmares Before They Start

February 10th, 2021 | Posted by ATS in ATS TimeWork OnDemand | Employee Productivity | Employee Self Service | ERP | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | HR | Leave Management | Overtime Equalization | Payroll | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on Get Rid Of Payroll Nightmares Before They Start)

If your company is growing, this probably means that you a need workforce management solution that is flexible in its support, of your organizational structures. In other words, this software solution should be able to take advantage of your company’s automation needs now and, in the future— and with ability to seamlessly connect HR, finance and employee information in real-time.

To address these challenges, growing organizations are turning to ATS unified Workforce Management solution for their HR, payroll and finance needs. In doing so they can automate more HR-to-finance and payroll processes, gain valuable insights into employee productivity in a single view — and spend less time preparing compliance reports and for audits.

ATS brings HR and payroll together in an all-in-one Workforce Management Solution. HR related information is built-in into the fabric of ATS Workforce Management Solution, by providing, payroll, HR and departmental managers access to the same set of real-time data to improve communications and accelerate decision making. For example, processes like online time sheets (for remote workforce) overtime equalization, ERP and payroll integration are fully automated, removing the need for staff to manually enter information in multiple places.

With ATS Workforce Management Solution less time is needed to prepare compliance or audit reports, because effective dates are used throughout one system. Employees and managers enjoy secure, self-service capabilities, improving HR service and reducing administrative tasks for the HR team.

The robust and unified data model of ATS Workforce Management Solution provides your organization with a complete view of labour performance key performance indicators (KPI’s) without the need for spreadsheets or manual data imports.

 To download a demonstration of ATS Workforce Management Solution, go to our website. To reach an account executive, call 866.294.2467

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5 Reasons Why Job Seekers Are Not Responding To Your Online Applications

February 8th, 2021 | Posted by ATS in Benefit Accruals | Careers | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | HR | Recruitment Software | Talent Management | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on 5 Reasons Why Job Seekers Are Not Responding To Your Online Applications)

Sometimes a frustrating online application process can scare off good talent. For example, if it is too difficult or confusing, jobseekers will simply not apply. Even worse, they may develop a negative view of your company and share their bad impression with others. While a statement like, ‘we are an equal opportunity employer’ sends out a positive message, asking prospective candidates to list their ancestry, (in an online application) is tantamount— to landing your company in, proverbial hot-water. 

The job descriptions you post are, in all likelihood, the first point of contact you’ll have with potential candidates. Use this opportunity to inform, intrigue, and entice candidates to submit an application—but also make sure candidates really want to work for your company.

Top 10 Mistakes Employers Make in Job Applications, is an article by Jennifer R. Cotner, for SHRM. Here are some excerpts from that article below:

  1. Asking for a photograph. Guidance from the EEOC prohibits employers from asking applicants for photographs. If needed for identification purposes, an employer may obtain a photograph of an applicant after the applicant accepts an offer of employment.
  2. Including any disability-related or medical questions. Employers should steer clear of questions related to whether an employee is disabled or has a medical condition. Any such inquiry would violate guidance from the U.S. Equal Employment Opportunity Commission (EEOC) and possibly the Americans with Disabilities Act (ADA) and similar state laws. If an employer asks an applicant such a question, the EEOC or a court may presume prohibited information was a factor in hiring.
  3. Not including a non-discrimination statement. Employers may want to inform applicants that the company is an equal opportunity employer (i.e., through an EEO statement) and does not discriminate in hiring based on federally-protected classifications (i.e., race, color, national origin, ancestry, religion, sex, disability, veteran status, age [40 or over], or genetic information). Employers may want to add any additional protected classifications under state or local law (e.g., sexual orientations or marital status).
  4. Including any disability-related or medical questions. Employers should steer clear of questions related to whether an employee is disabled or has a medical condition. Any such inquiry would violate guidance from the U.S. Equal Employment Opportunity Commission (EEOC) and possibly the Americans with Disabilities Act (ADA) and similar state laws. If an employer asks an applicant such a question, the EEOC or a court may presume prohibited information was a factor in hiring.
  5. Asking about marital or familial status. Asking questions about an applicant’s marital status, the number of kids he or she has, the ages of his or her children or dependents, or provisions for childcare could be construed as discrimination on the basis of sex. Furthermore, in many states, marital or familial status is a protected classification about which employers may not inquire during the application process—similar to the federally-protected classifications listed above.

Bottomline: Employment standards and Human rights laws across Canada and the United States are in place to prevent many of the issues mentioned above. Employers should take time to create an appealing job application process that invites, rather that chases away, top talent.

To learn about ATS and our Cloud HCM application go to our website. And, to reach us by phone; call 866.294.2467

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Optimizing Productivity And Tracking The Workforce In Real-Time

February 3rd, 2021 | Posted by ATS in Absence Management | ATS TimeWork OnDemand | Benefit Accruals | Biometric FaceScan | contactless time clock | Employee Productivity | Employee Self Service | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | HR | Labour Costs | Leave Management | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on Optimizing Productivity And Tracking The Workforce In Real-Time)

It’s possible that some organizations have access to the data they need to optimize productivity in their current time and attendance and/or payroll application. However, access to regulatory compliance and up-to-the-minute reporting, requires a unified Workforce Management Solution that includes, Budgeting and Forecasting, Overtime Equalization, Employee Self-Service, Workforce Planning and HR workflows. ATSTimeWorkOnDemand was designed to give business a deep-dive into employee hours— while controlling labour costs and optimizing productivity.

Here are 3 ways organizations can optimize productivity and track data in real-time with ATSTimeWorkOnDemand:

Real-Time Data Collection from anywhere, anytime:
ATSTimeWorkOnDemand is scalable and lets you track employee data on any device, including: mobile phone, IRIS Scan, RFID Time Clocks, Web Clock, Biometric Face Recognition or Kiosks. These data collection devices offer employee options to access self-service capabilities; including time-off request, view regular and overtime hours worked and benefit balances.

Improve Operational Efficiency for HR and Payroll Managers:
With ATSTimeWorkOnDemand, HR and Payroll managers can manage accrual balances and a streamlined time-off approval process and custom alerts. ATSTimeWorkOnDemand allows managers to deploy schedules to staff, review timesheets and make edits before approving pay.

Adhere to Labour and Payroll Compliance
ATSTimeWorkOnDemand will help your organization comply with labour and payroll compliance policies, even as they change — whether those laws are at the municipal, provincial, or federal/state local levels. ATS TimeWorkOnDemand application pulls in real-time information that can be configured to monitor the changing and complex scenarios.

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 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.

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How to Develop and Retain Talent During the Pandemic

February 1st, 2021 | Posted by ATS in ATS TimeWork OnDemand | Career | Digital | Employee Productivity | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | IRIS Scan | Talent Management | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on How to Develop and Retain Talent During the Pandemic)

The coronavirus pandemic has forced business executives to anticipate and adapt to change—while navigating talent shortages and a shaky economy. And,while promises of cushy perks and pay are often used to compete for top talent— some employers struggle to develop and retain new hires.

How Talent Development Makes a Positive Impact on Your Business is an article written by, Jori Hamilton for online publication, Talent Culture. She offers the following tips on employee development:

Performance
Talent development is not only the key to retaining employees; it can also be instrumental in improving performance. This doesn’t just mean that your attention to their growth results in greater productivity — although that certainly occurs by acquiring new skills and understanding of productivity techniques. However, when your employees see you’re making efforts to support their growth, they tend to be more engaged with the efficient operation of the business. 

Innovation
One of the main errors a business can make is becoming stagnant. In the digital age, the world frequently changes. That often means that to retain the competitive edge, we must innovate. Talent development can introduce employees to new skills and new ways of thinking about the challenges they face – and overcoming them. As such, it is an essential element in building a sustainable culture of innovation within your company.

Company Insight
Provide them with opportunities to better understand the company; what it’s good at, and the not so good. This can include shadowing leadership, attending meetings, and being encouraged to ask questions (and being given honest answers). This helps the growth of new corporate operations skills and incentivizes deeper engagement within the company. 

Diversity
Innovation requires access to multiple perspectives and experiences. Studies show that companies that prioritize diversity tend to perform better than their more monocultural competitors. So, your talent development program must commit to nurturing diversity. Undoubtedly, part of this approach is ensuring a range of voices has opportunities to work with you. However, it’s also about encouraging those in the program to value diverse perspectives and adjust their own viewpoints accordingly. 

Curiosity 
Helping employees follow their curiosity, both within and outside of the business, is a cornerstone of talent development. Give employees opportunities to train with other departments and company time to work on personal projects. Add coaching to ensure employees feel guided and supported. By giving them space to explore and experiment, and encourage them even when they fail, you provide the tools necessary to contribute to innovation — and the confidence to experiment.

Loyalty
One of the greatest assets for any business is loyalty. Employees who feel connected to and supported by their company are more likely to stick with them in the long run. Loyalty isn’t about simple retention, though; it also means a dedication to the company’s ideals and becoming leaders who embody them. Employee development helps to both guide this process and reinforces the reasons why they should maintain their commitment. So, your talent development program must begin at onboarding. 

Bottomline: So, what’s the key to developing and retaining talent? When leaders open the lines of communication and address each employee personally— it can help employees shape their learning and long-term contributions to the company, for the better.

To learn about ATS go to our website, where you can gain access to a product tour of our cloud HCM application. And, to reach us by phone, call 866.294.2467.

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