Time and Attendance Blog, Workforce Management Software

Automation Has Many Benefits But A Proper Implementation Plan Should Not Be Ignored

Many of ATS monthly blogs deals with the tangible benefits of automation, while at the same time, espousing the economic advantages of deploying, a Human Capital Management (HCM) solution. Those sentiments are reiterated in a published article, titled 10 Automation Mistake to Avoid by Laurence Goasduff for Gartner. Additionally, the article provides potential pitfalls to avoid, when automating business processes.

Here are the 10 mistakes to avoid based on a recent Gartner survey:

Falling in love with a single technology: Once an organization has purchased and implemented a specific process automation tool, such as robotic process automation (RPA), successfully, it’s natural that colleagues want to adopt it more widely. “However, the wrong approach is to drive automation from a single technology perspective. Instead, lead with the business outcome and then align the correct set of tools,” says Sturgill.

2. Believing that business can automate without IT: More and more business users believe that the adoption of RPA and low-code/no-code applications don’t require the assistance of IT. But business users may lack knowledge of how customer and data records work, for example, and there’s a risk of mishandling the information. Additionally, those applications are integrated with other systems, which require regular upgrades. When the IT team isn’t involved, changes during upgrades don’t pass through, causing failed processes.

3. Thinking automation is always the solution: Automation may be the best long-term option for business and IT processes, but leaders cannot simply use it to cover gaps in a poorly designed process. Automation is not meant to make up for failures in systems or defer system replacement; using automation in that way simply extends the life of suboptimal legacy applications by creating savings that mask underlying inefficiencies.

4. Not engaging all stakeholders: Automation, by nature, has a broad impact on the enterprise, which means you should engage stakeholders from across the organization for decision making and sign off. For example, if adoption of new automation processes changes the nature of people’s roles, involve HR; changes to access rights and IDs, or server requirements must involve security or IT.

5. Failing to devote enough time to testing: Automation technologies only work when the algorithms and rules are exactly correct. The technologies may seem easy to use, but they are unforgiving when programmed incorrectly. They can very quickly wreck business data and fail to deliver the desired business outcome.

6. Wasting effort on overly complicated processes: At times, organizations find themselves in a quagmire when automating a process. That most often happens when processes are not well-documented or understood, if the workflow is not consistent or if there are too many variants in the decision-making process. Don’t waste time and effort by failing to halt such processes promptly.

7. Treating automation as simple task replication: Using automation tools to copy exactly what is being done manually misses a critical benefit of automation — improving the end-to-end process to create a better customer and employee experience. If process redesign is not part of the automation process, you may use the wrong automation tool and lose the business outcome you hope to achieve.

8. Failing to monitor in postproduction: Just like any system implementation, automation projects will require extensive “hands-on” IT involvement after implementation. For example, for RPA rollouts, establish continuous assessment, monitoring and regular quality checks to ensure that robots have been scripted correctly and are continuing to work as expected. This avoids huge data cleanup tasks.

9. Using the wrong metrics to measure success: It’s typical to measure technology applications and tools to ensure that they are working as designed. However, this doesn’t reflect whether or not the project is successful. Measuring the impact on processes and the enterprise as a whole is key to the success of automation.

10. Ignoring the culture and employee impact: While it’s critical to focus on how to adopt and scale automation, it is equally important to consider the impact on employees, especially if roles are eliminated or reimagined.

Bottomline: Involve all parties who will be impacted by the deployment of the HCM solution, in particular non-management staff. And never settle for a solution that may not work for your organization. When exploring HCM solutions beware of the one-size-fit-all approach. If the vendor does not know the challenges you face regularly, you could add time and money to your deployment, while at the same time, negatively impacting the overall results of the solution. Choosing an HCM vendor with deep industry expertise will lead to greater efficiency and better user experiences.

To request additional information, learn more about ATS, or to download a demo, go to our website. To reach an account executive by phone, call; 866-294-2467.

Employee, Gartner, Human Capital Management (HCM), IT

ATSTimeWorkOnDemand Suite Can Help Companies Accelerate Operational Goals

Whether you want to improve time and attendance tracking, automate scheduling or simplify management, ATS has a single solution to help with it all.

ATSTimeWorkOnDemand HCM suite helps organizations ensure timely and accurate financial data by integrating forecasting and budgeting, payroll calculation, and on-the-spot employee attendance-with one click. This simplifies the end-to-end workforce management process and increases accuracy. It also helps managers make more informed decisions by providing real-time access to production, sales and labour data. With ATSTimeWorkOnDemand organizations will have everything they need, all working seamlessly including:

A multi-generational application: That converges with AI to accelerate the pace of business, while adapting to ongoing changes and regulations while remaining compliant. With ATSTimeWorkOnDemand HCM suite, you —will eliminate paper timesheets with digital time clocking and save employees up to 30 minutes per month. ATSTimeWorkOnDemand application is accessible anytime, anywhere, and is — used by companies in every industry.

Labour and Payroll Calculations: ATS workforce calculation engine automates regular hours, overtime, and statutory holiday pay to help organizations minimize compliance risks. It reduces payroll errors and eliminates the need for manual reconciliations as approved hours seamlessly flow from ATSTimeWorkOnDemand to ATS Payroll suite for immediate processing.

Time Collection Options: Combined Biometric Iris and FaceScan, Web Punch, Interactive Voice Response System, Online Timesheets and Kiosk App with Facial Verification. ATSTimeWorkOnDemand best-in-class cloud-based application, is fully integrated helping you save time and prevent errors while single sign-on connects employees with the information they need across devices, locations, and services.

Machine Learning and Artificial Intelligence (AI) Metrics: ATS real-time dashboard enables managers to obtain daily insights into operational metrics including start and end time, labour, and forecasts and compare them to actuals. This visibility helps managers make data-informed decisions around workforce costs and profitability. With ATS Automation, the system creates real-time data based on previous valid decisions and similar successful work flows that have achieved the goal. In the future, rather than manually carrying out the process, the system will do it automatically.

Streamlining of Approvals: With ATSTimeWorkOnDemand, employees can review and request changes to their timesheets on a daily basis, catching errors before they reach payroll. The manager’s dashboard provides managers with real-time approval access and valuable insight into who’s requesting time-off or punching in and out, taking breaks, and working overtime.

ATS has packaged the experience gained from thousands of deployments into a set of leading practices that pave a clear path to success and are proven to deliver rapid business value. With ATS, you go live in a predictable timeframe — smart, stepped implementations begin with sales and span the entire customer lifecycle, so there’s continuity from sales to services to support.

To learn more, go to our website and download a demonstration. You can also reach a sales representative at (866) 294-2467.

Artificial Intelligence (AI), Biometrics, FaceScan Time Clock, Forecasting and Budgeting, Interactive Voice Response System, Machine Learning, Online TimeSheets, Payroll, Web Punch

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Societal changes were taking place before the global health crisis became a reality. And, today’s current talent shortage is no fluke, it had been bubbling beneath the surface and got exacerbated by the pandemic.

Hiring employees is part science, part art and companies and their recruiters, should follow the Golden Rule, treat candidates the way they would like to be treated. Sometimes, the recruiting process is less than stellar. It only takes some planning and effort to make it warm and personal — while, being sensitive to prospective candidate’s needs and anxieties, whether there’s a labour shortage or not. Prospective candidates talk to others and the stories they tell can either help build up, or destroy, your brand. Don’t lose the opportunity to make sure the story they tell about your company is a positive one, even if you do not hire them.

5 Tips Companies Can Use To Win Over The Current Talent Shortage

Here are 5 tips you can use to help you overcome the current talent shortage:

1.There are no Perfect Candidates
Some companies hold out for that ‘perfect’ candidate who has the right skills, experiences and degrees. While some companies persist in looking for that one perfect candidate, (that does not exist) don’t be surprised, if the one you just rejected, got hired by your biggest competitor— and now, their new hire, is targeting your customers. A lot of companies are labouring under the misconception that we’re in the midst of the 2007/2008 recession and that people are clamoring to get a job. It’s 2022 and there are a lot of companies vying for the same candidates you are considering.

2. Diversity of Talent
Some of the most successful companies have diverse workforces. In a broader sense, diversity encompasses; employees with different life experiences, backgrounds, education level, age, social status, race and gender. Organizations should take into account the highly competitive labour market, relax some of their assessment criteria and be ever-more vigilant about their hiring practices. Today’s candidates, place a greater emphasis on the type of employees that are within a company before agreeing to a second or third interview. Why? Because a majority of candidates will evaluate the make-up of your workforce (including the C-Suite) before they apply.

3. Re-evaluate Recruiting Practices
Not every prospective candidate will have their resume uploaded to LinkedIn and that’s ok. You should not hold it against a candidate if their resume can’t be found on the latest online job platform or they don’t have a website that houses their CV. Hiring is not just about ticking boxes or following a step-by-step guide. At its core, it is about publishing a job ad, screening resumes and providing a shortlist of good candidates – but overall, hiring is closer to a business function that is critical for the entire organization’s success and health. In other words, think a little outside the AI-driven HR recruitment software.

4.Pay and Rewards
Within the first 5 minutes of an interview, ATS recruiters will take time to go over a candidate’s salary expectations versus what the company offers. Compensation is important to prospective candidates so don’t gloss over it. Candidates will no longer appreciate a recruiter who says “The salary will be discussed at the second round of interviews or with the CEO”. Be upfront about what your company is willing to pay for the role. No company wants to hire a candidate who accepts the salary that’s being offered, only to quit a couple of months later because they found a company who’s willing to pay their desired salary.

5.Hybrid and Work-from-Home Options are Here to Stay
Hybrid work and work-from-home (WFH) are “well-accepted business practices”, with many companies accepting ‘work from anywhere’ as the wave of the future. And, while not every job is conducive to work-from-home (WFH), increasingly —employees are expressing their interest in such arrangements. And, although some leaders still prefer their teams back in the office— Companies will have to weigh ‘The old idea that working at home is synonymous with goofing off’ versus embracing the future of work. In the end, it will come down to trust.

Apex Time Solutions (ATS) is the global leader in delivering workforce management solutions in the cloud. Thousands of organizations that spans Canada, South America, US and Europe— including Fortune 500® — companies use ATS TimeWork OnDemand to control payroll costs, minimize compliance risk, and improve productivity.

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. ATS cloud services offer rapid deployment, support services, software updates, and enhancements; and consulting and training services.

AI, HR, Hybrid, Management Software, Work-from-Home (WFH)

AI Continues To Change The HR Landscape

As proponents of artificial intelligence (AI), at ATS, we see how the technology can transform (when used the way its intended) HR departments and not to make them redundant. Essentially, many HR and other c-Suite executives already use the technology in some form or another, in their personal lives; whether it’s Siri, Alexa, or Cortana or a range of others on AI-based devices. In the workplace, AI is evolving into an intelligent assistant to help us work smarter. The technology also offers the potential to revolutionize key HR responsibilities, such as human capital management (HCM), talent management, benefits accruals, absence management, employee self-service, performance evaluation and onboarding for HR professionals.

A recent Gartner worldwide artificial intelligence forecast suggest that a whopping $62.5 billon in revenue is expected in 2022. And, a recently published article, by The HR Director, outlined 3 important ways that AI is being used in the world of talent management. They include:

“Sourcing-AI is used to find and connect with talent more quickly, with the overall results of the sourcing being of better quality than before.
Screening-with the help of AI screening tools, deriving important information is more efficient than ever – instead of going through and opening each and every resume, the tools will give you needed results in minutes.
Interviewing –AI can be used for analyzing facial expressions of candidates during video interviews, giving the employer a better look into their personality traits, as well as using chatbots or pre-recorded videos to be more precise with checking the skillsets of candidates.”

Bottomline: Artificial Intelligence (AI) integration into human capital (HCM) management and human resources (HR) applications will make organizations better because these applications can analyze, forecast, capture data and diagnose to help HR teams make better decisions. Today, more than eve, more organizations are turning to power of AI and machine learning to streamline costs and improve productivity.

To learn about ATS Machine learning and AI software solutions, go to our website. To reach an account executive by phone call: 866.294.2467

Absence Management, AI, Alexa, Benefits Accruals, Cortana, Employee Self-Service, Gartner, HR, Human Capital Management (HCM), Machine Learning, Onboarding, Recruitment, Siri, Talent Management

How Will Cloud Computing Affect Small and Mid-Size Businesses in 2022?

Moving to the cloud can be scary prospect if your company has been against it for some time. However, one of the lessons from the current coronavirus pandemic, is that it has forced many businesses to become agile— by adopting hybrid and work from home (WFH) policies which, by extension, encompasses some of today’s cloud computing technologies like; WebEx, Zoom and Microsoft Teams to name a few. And, with many of today’s IT experts on board with cloud computing—it will be much easier to make sure your applications environment is running efficiently and your company is optimizing its benefits.

The primary forms of cloud computing are:

Infrastructure-as-a-service (IaaS): In this scenario, businesses rent servers, storage and networking infrastructure in a cloud environment.
Software-as-a-service (SaaS): With SaaS, businesses access the applications they need over the internet and pay for what is required.
Platform-as-a-service (PaaS): Organizations access a development platform for building or rolling out proprietary software and services.

Here are 3 ways small and businesses can benefit from cloud computing in 2022:

Application Administration-Small and mid-size companies can take advantage of cloud computing technologies without the need to purchase and maintain their own IT infrastructure, helping to conserve their IT budgets. That’s particularly attractive to businesses that can now access advanced technology previously out of reach. And, if you are an executive at an organization that produces and uses any type of data set, you will be enamoured with the benefits cloud analytics. Cloud analytics is data collection, tracking and analysis that happens on systems hosted in the cloud, rather than in rather than in on-premises (for example on your company’s server) systems.
Turnkey Provisioning and on-Demand Scalability-Embracing cloud computing will change a lot of things for the better, including costs, security, accessibility, and maintenance. But it doesn’t change your core service level requirements. Businesses should not compromise on their technology needs—delivering on performance, scalability, availability, reliability, and security, all of which when deploying a cloud computing solution.
Growth, Scalability and a Unified Approach From Anywhere-Cloud applications like ATSTimeWorkOnDemand offer powerful capabilities on-demand with near-limitless flexibility. These resources are available as needed for scaling up or scaling down, without any need to purchase, set up or maintain any of your own servers or other resources as your needs shift with growth.

To aid productivity, your organization can use the application to summarize and analyze data quickly for real-time insights. Additionally, cloud computing ATSTimeWorkOnDemand offers ready-to-use programming components that allow developers to build new capabilities into their applications, including innovative technologies such as artificial intelligence (AI), blockchain, Internet of Things (IoT).

Cloud computing trends demonstrate how this technology is changing the way businesses operate and how they allocate their IT budgets. Significantly, public cloud users (who share computing resources) no longer have to purchase and maintain hardware and other infrastructure or manage IT upgrades and software patches — that responsibility now falls on their cloud vendors. This leaves businesses and their IT teams able to focus on core business objectives like innovation, new product or service offerings and hiring new talent. It also helps to level the playing field for growing businesses that had been unable to afford the steep price tag of advanced technologies they can now access through a subscription.

As we approach 2022, the adoption of cloud will continue to accelerate as more small and mid-size businesses embrace the advances in cloud computing power, scalability and flexibility that cloud-based systems deliver. In the end, this will provide IT departments with more time to focus on core business objectives like innovation, and other initiatives.

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.

ATSTimeWorkOnDemand, Cloud Computing, Infrastructure-as-a-service (IaaS), Microsoft Teams, Platform-as-a-service (PaaS), Software-as-a-Service (SaaS), WebEx, Zoom

5 Priorities for Chief Human Resources and People & Culture Professionals in 2022

A recent survey by Gartner of over 500 HR leaders across several countries, and all major industries revealed that “building critical skills and competencies tops the list, but many HR leaders will also prioritize change management, leadership, and diversity, equity and inclusion (DEI) initiatives”.

As the end of 2021 draws to a close, now is the time for organizations and HR professionals to start preparing for the year ahead and align their internal goals with larger HR trends that are emerging. Here are 5 things that will become priorities for People & Culture leaders in 2022:

1.Embrace and Deliver Experience Remotely: While a majority of the workforce have been inoculated and some have returned to the office, many companies are viewing hybrid and virtual work as a long-term strategy. And, this means, when it comes to investing in technology, the employee experience should be included in the broader picture.

HR leaders will have to adjust to working with a remote workforce and so, screening, interviewing, and onboarding new employees will be done remotely but, if it’s done properly, it should not be a challenge.

2.Cloud-Based OnDemand Applications are on the Rise: All encompassing, Human Capital Management (HCM) applications are shifting the dynamics in the workplace. In particular, employee management apps that allows a company to; automate time tracking, enhance employee on-boarding, and enhance payroll processing in real-time, to make informed business decisions and improve productivity.

3.Make an Effort to Understand the Current and New Generation of Workers
Millennials and Generation Z view work differently from the generation before them. HR professionals, will need to start adjusting to the new world of work. Millennials have been entering the workforce for several years and, at the same time Generation Z are also graduating from high school or university and entering the workforce.

This cohort of workers expect HR departments to adjust their policies to match flexibility and the collaboration they crave. And, when a company has a workforce that comprises of both young and older workers, HR has to walk a tight-rope and carefully manage employee needs without alienating either side.

4.Incorporate Wellness into the Fabric of your Organization
The coronavirus pandemic has created a fundamental shift in how work places are conceived. Health and wellness have moved from a ‘nice to have’ to a ‘must have’. Don’t be surprised if candidates inquire about your company’s approach to health and wellness during the interview stage. The pandemic has shone a light on the importance of health and wellness.

5.Create and Maintain a Positive Work Culture
A company that’s enamoured with profits over people will likely have a lot of staff turnover. A positive and healthy working environment will generate happy and hardworking employees.

A positive work environment allows employees to feel comfortable sharing and exchanging ideas-all of which, can lead to a boost in productivity and increased profits. When employees feel empowered and included in company’s goals, this can foster team building.

Bottomline: keep the lines of communication open with employees at all times, whether they are working remotely or onsite. Simply asking them how they’re coping with work and other challenges will mean a lot. As an HR leader, you can do daily virtual meetings, send weekly email updates to connect with the team. And, you notice one of your employees are not as engaged, or a quick phone call to do a one and one chat the individual could go a long way to helping them feel part of the team.

About ATS

Chief Human Resources, Gartner, Generation Z, Health and wellness, HR, Hybrid Work, Millennials, Payroll, Telecommuting, Time Tracking

Should Your Company Upgrade To Windows 11? Here Are Some Tips From An Expert

If you are using Windows 10 for personal or business, chances are you’ve received a pop up message from Microsoft that you should upgrade to Windows 11. Depending on what your IT department suggests or your personal preference, you may decide, it’s time to upgrade or wait a while. Our CIO has told us, that this initiative, will come from our IT department, which essentially means- they are going to wait until all the bugs are worked out before making the switch, company-wide.

If you are on the fence about whether you should upgrade to Windows 11, here is an article about the 3 things we hate and love in Windows 11, by expert, Mark Hachman and his team at PC World:

“1. We love: The Settings menu

Nearly a decade after the new Settings menu appeared in Windows 8, Microsoft has finally made a real effort in not only filling out the Settings menu with more options, but also organizing it well. Microsoft has done away with the “home” screen of the Settings menu, relying instead on a left-hand nav bar. A “breadcrumb” navigation system has been added to the top, so you can skip back and forth inside of a particular directory. Search exists, too, of course. Finally, each page of the Settings provides dense information without being overwhelming, with drop-down menus and graphics to assist you. It’s quite useful.

For years, Microsoft’s Windows Settings menu has wrestled with the legacy Control Panel. If you need to do something, where should you look? In Windows 11, you’ll find most of what you’re looking for inside the Windows 11 Settings.

2. We love: The Out of the Box experience

You may only see the “Out of the Box Experience” (OOBE) once while you’re setting up a new Windows 11 PC, but it’s a triumph. Setting up a Windows 11 PC takes just a few minutes, and Microsoft uses those to its full advantage, taking you on a virtual tour of Windows 11’s key features, including ones that you may not encounter without some poking around. It’s clean and professional—perhaps a bit too professional—but it’s a night-and-day improvement over the Windows 10 experience, which wasn’t bad to begin with.

3. We love: Widgets

I’m warming to Windows 11’s Widgets. Widgets, the ginormous panel that slides out from the left-hand side of your display, contains all sorts of useful information: local weather, your calendar, photos that you took on this day a few years ago, and so on. Yes, there’s a lot of fluff, as the overriding Microsoft Start service will feed you a lot of gossip and other extraneous news if you don’t configure your settings appropriately.

On the other hand, I’ve criticized Windows 11 for its lack of life, and Widgets (and the updated Xbox app, complete with cloud gaming for Xbox Game Pass Ultimate subscribers) is where the fun lives.

4. We hate: The new Start menu

Yes, Microsoft removed the lively Live Tiles. But the real crime is simply the poor organization of it all. In Windows 10, you can click on the Start menu and see your grouped app icons and documents next to an alphabetical list of your apps. In Windows 11, apps are first dropped into the secondary “All apps” overflow menu. From there, you can then add them to the main Start menu, a.k.a. “pinned apps.”

5. We hate: The lack of local accounts

If you already use a Microsoft account to log into your Windows PC, this won’t apply to you. (Logging in with a Microsoft account requires you to put in a personal Microsoft email address and password such as jo******@ou*****.com, uniquely identifying your PC.) But if you’re the type of person who prefers (or perhaps demands) to use a “local” or “offline” account with an anonymous login, you won’t be able to do that with Windows 10 Home. And no, the old “router trick” doesn’t work, either.

6.We hate: The lack of browser choice

Many people use the built-in Edge browser. Many more users, however, use Google Chrome, Firefox, Vivaldi, Opera, Brave, or the other niche browsers that we’ve covered in our best browser roundup. Yes, you can download Chrome and use it as you wish. But if you want to make Chrome the default browser on your PC, that one-click “set as default” option that was available in Windows 10 has vanished.

Instead, you’re presented with one of the most obtuse options screen Windows has ever presented, which asks you to set your browser choice by individual file type. No, there’s no option to “select all.” If you’d still like to switch file types, Microsoft will then ask you, yet again, if you’d like to try Edge instead. It’s clingy and extraordinarily passive-aggressive, and it absolutely tarnishes the entirety of the operating system”.

So, should you upgrade? Some experts have suggested you should upgrade, if you are a heavy multitasker, or if you simply want a better aesthetic-looking Windows. If you have an IT department or consultant, ask them. Chances are they have been testing Windows 11 and may the answer that’s best suited for your organization.

About ATS

Brave, Firefox, Google Chrome, IT, Microsoft, Opera, Vivaldi, Windows PC, Windows11

Can Companies Really Overcome Their Hiring Biases in The Tech World?

The topic of this blog suggests this is a herculean challenge that some companies are either unwilling to tackle, or simply don’t know how to hire a workforce that represents an ever-changing society. Some experts have suggested that such deep-seated unconscious biases, in a setting, where some like to hire and work with people who look and talk like them and who, have similar backgrounds and experiences is pervasive throughout the tech world. However, even with the best of intentions, hiring biases—raises red flags for qualified potential candidates who would rather work for companies who are diverse (in both words and actions) rather, than ones who may hire them as the token employee for diversity within their ranks.

Shama Hyder’s article titled 5 Steps to Help Tech Companies Reduce Bias in AI is a good guide for any company who is unsure of how to tackle hiring biases.

“1. Make tech education accessible: Artificial intelligence systems are biased, and the technology usually follows the viewpoints of its creators. While society has changed considerably in the last half-century, corporations still have underlying biases (whether they realize them or not). It’s essential that we take active steps to reverse our biases so that we can prevent further biases from developing in artificial intelligence, and the best way to do this is to make the tech industry more accessible to a wider range of people.

Initiatives like Girls Who Code, AI4ALL and other educational programs make it possible for children to develop an interest in technology. To reduce bias and make the tech industry more diverse, leaders must invest in the education of young people so that they can develop an interest in the field and build the skills necessary to pursue a career. Tech companies should invest in a range of students early on, knowing that investments in education yield long-term results.

2. Hire and promote with diversity in mind: Despite numerous call-outs of major industry leaders, the tech world still lacks diversity. The Harvard Business Review reported that leading companies like Google have only crawled ahead toward more diversity among staff members. Even nearly seven years after tech companies started reporting diversity efforts, most leading tech organizations are failing — with minorities only making up single-digit percentages of the overall workforce.

3. Evaluate Data Sets: Bias is already in your data sets, and you shouldn’t ignore it. To counter biases, every AI technology developer should devote time to evaluating the data sets with which the system was created. This evaluation should take place at every stage of development, from the initial design to the final proofs.

The best way to evaluate AI for biases is to ask specific questions. The FTC provides guidelines to determine if artificial intelligence is on the right trajectory, and to clarify what is allowed (or prohibited) by law. Developers must question themselves and the technology they are creating. It is imperative that developers understand their own biases — especially the unconscious ones — and can evaluate their work for the same. Working to eliminate biases is not a linear process, as it will take multiple back-and-forth steps.

4. Regularly re-evaluate systems to detect bias: Rigorous evaluations can’t stop at data sets. Technology is growing and changing at such a rapid pace, and strategies, systems and even outcomes should be re-evaluated each step of the way. In order to reverse the biases already in artificial intelligence and prevent further biases from developing, companies must check their work over and over again.

5. Adjust and repeat the process: Technology has never developed linearly. The same applies to artificial intelligence: Data, processes, systems and even the bots themselves must be adjusted over time. The best avenue forward is to take a preventative approach. That means that these five steps to reduce bias in AI should be adjusted and repeated multiple times on any given system”.

Bottomline: Confirmation bias is the human tendency to process information by looking for — or interpreting information consistent with our own beliefs. Today, we know that confirmation bias affects technology development and when we allow our biases to distort what we think we know, it alienates qualified candidates, who could help make our companies grow.

About ATS

Artificial Intelligence (AI), Girls Who Code, Harvard Business Review, Payroll, Time and Attendance

Human Capital Management (HCM) Explained In 7 Steps

Human Capital Management (HCM) Explained In 7 Steps

According to webopedia.com “Human Capital Management (HCM) software is a digital repository of human resources applications pertaining to employees and applicants. HCM software brings all company paperwork and forms into a centralized platform, usually cloud-based, so that HR personnel can access employee data and manage job candidates. HCM software, like other HR platforms, typically includes employee management, talent acquisition, and limited employee self-service features”.

Essentially, Human Capital Management (HCM) is an all-encompassing application that helps organizations eradicate paper-based systems. Today’s modern HCM solutions, like ATSTimeWorkOnDemand encompasses; Time and Attendance, Machine Learning and Workforce Planning and, many of the above- mentioned modules of a human capital management solution.

Here are 7 benefits of a human capital management (HCM) solution by Mary Girsch-Bock in a recent article for CPA Practice Advisor:

“Time and attendance: To pay employees properly, you’ll need a system that employees will quickly adapt to that will track time worked properly.
Payroll: Of course payroll plays an important role in HCM. Paying employees correctly and on time is part of a good management strategy.
Talent management: If you have hundreds or thousands of employees to manage, it’s easy to overlook some of them. Using talent management resources can help to retain your good employees while also pinpointing those that may need some additional assistance.
Training: Training and talent management go together. To be successful, employees need to be properly trained. Human capital management makes it easy to manage all levels of employee training from initial orientation to management training.
Benefits: If you offer benefits to your employees, you need a way to manage them properly. HCM makes it simple to offer the benefits that your employees desire, and once offered, makes it simple to manage them properly.
Reporting: Is your business doing a good job managing its employees? The best way to find out is to have access to various reports and analytics that can point out successes as well as areas that may need more attention.
Compliance: Much of HR and payroll requires some level of compliance. Using an automated system where all employee-related tasks are centralized can help keep your firm or business compliant”.

To learn about ATS Human Capital Management (HCM) or to attend one of our bi-weekly webinars, go to our website. And, to reach an account executive by phone, call: 866.294.2467.

About ATS

HR, Human Capital Management (HCM), Machine Learning, Payroll, Workforce Planning

ATS Food Manufacturing Solution Is Built For Today’s Digital Workforce

Whether you are a food and beverage manufacturer, a wholesale, distributor, or a retailer, you face a unique set of challenges that are specific to your industry.

Not only do you have tough labour law requirements, but you also operate in an industry with tight margins and, where time is of the essence. You have to deal with payroll and other import costs, employee productivity, and wastage.

ATS Food Manufacturing application is designed to grow your food and beverage business, and help you enhance your back-of-house operations, so you can deliver better business performance and exceptional customer experiences.

With ATS Food Manufacturing application, your company gets access to; Workforce Planning, Employee Self-Service, Overtime Equalization, HR, Analytics, Time and Attendance, Workforce Absence and a proven technology platform that delivers- visibility and control and demand-driven solutions.

With ATS Food Manufacturing for Food and Beverage, you can simplify, scale and achieve:

Business Insight-24/7, 365 Days: ATS Food Manufacturing enables your people to access and act on workforce data anywhere, anytime with any mobile device.The application,allows you unprecedented insight into your business providing you with real-time visibility of what is important to you. It also allows you to track key performance indicators (KPIs), identify which parts of your business is generating the best returns and-address issues before they become business-affecting.

Machine Learning: ATS Food Manufacturing advances the aggregation of more and better data with broad capabilities, and deeper flexibility with forecasting algorithms.

Regulatory Compliance: The application enables you to take legislative compliance; whether its international, federal, provincial, state, and local labour laws in your stride- making it an integrated and automated part of your processes.

Improve Process and Efficiencies: With ATS Food Manufacturing solutions, you can drive efficiencies by integrating processes across the entire supply chain. We connect payroll, HR, finance, production, packaging and distribution to improve process. By aligning supply and demand, we streamline payroll costs, thus increasing workforce productivity.

Elasticity: That reduces the complexity, while providing comprehensive business insights and addressing those operational issues that restrict growth.

Proven Technology with Industry Specialization: The applicationsupports multifaceted data exchanges with best-of-breed technology and architecture and addresses industry-specific requirements with vertically specialized modules.

Budgeting, Forecasting, Labour Planning and Demand: Take advantage of intuitive, industry specialized software for budgeting, planning, and forecasting. And with machine learning capabilities—you have access to a self learning algorithm that allows for analyzing of historical data, and the calculation of required labour hours to meet critical business objectives

To learn more or to fast track your evaluation of ATS Food Manufacturing, you can go to our website. You can also have call you back by submitting your request here.

Analytics, Distribution, Employee Self-Service, Finance, Food Manufacturing, HR, Key Performance Indicators (KPIs), Machine Learning, Overtime Equalization, Packaging, Payroll, Production, Time and Attendance, Workforce Absence, Workforce Planning

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