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

Why are some employers still struggling to find workers?

Government-issued pandemic cheques and unemployment benefits for workers are pretty much non-existent, yet some companies are still struggling to find talent. But why is it so hard to find workers even, after some companies are offering hiring incentives and, have increased the starting wages?

One of the reasons cited in some surveys is, that some companies are still clinging to the way they hired and treated employees prior to the pandemic. And, if that’s the case, some workers are likely to shop around until they find a company that aligns with the way they want to work post pandemic.

If your company is struggling to find workers, here are 5 tips that might help you navigate the competing talent landscape

Pre-Pandemic and Post-Pandemic Divide
Despite a record number of job openings and shortage of workers, employers are still operating the same way they did prior to the pandemic. Some companies continue to seek out candidates with several years of experience and those who are available to work odd hours and willing to work on-site.

Workers, on the other hand, are seeking higher salaries, more flexibility, hybrid and/or remote work options. This mismatch in priorities has created a post-pandemic hiring challenge, highlighting that some employers have not adapted.

Low salary/wage
One of the reasons businesses struggle to fill open jobs is that wages and are too low. And, while some companies have made a concerted effort to increase starting wages, many are unwilling to adjust their ways and expectations, refusing to raise wages to competitive levels and placing additional demands on employees.

A work culture that embraces equity, diversity and inclusion
Equity, diversion and inclusion (ED&I) are not buzz words. They are real and many of today’s workers, grew up, in an environment that embodies ED&I and expects their workplace to reflect those values. Today’s workers want to work for organizations that value diversity and make it a priority in the workplace.

The Great Resignation and Quiet Quitting
The Great Resignation, took off in 2020 and has not abated. And now, quiet quitting a form of rebellion against oppressive workplace norms —fueled in part, by GenZ and thanks to their avid use of technology-will likely change the work-landscape.

There is no universal reason why someone may quiet-quit. Maybe they’re experiencing burnout — which hit a lot of people during the pandemic. Employers should remain engaged (and get buy-in) with their workforce on how best to achieve their team’s and their personal goals while, at the same time, allowing everyone space for their lives outside of work.

Retaining Top Performers
At a time when hiring has become so difficult, companies should focus a bit more on retaining their good employees. This requires a thorough examination of your company’s corporate culture, compensation packages, perks and company policies to determine if you are doing everything you can to retain talent.

Bottomline:
Adapting to the post-pandemic world of work and understanding what job candidates are seeking can help you win over the talent you need. What employees need and want in terms of incentives, and what you need to offer to drive employee retention, have changed. Updating your approach and investing in supporting systems can give you a key advantage in retaining and attracting key talent.

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

ATSTimeWork OnDemand, Cloud Services, Employee Scheduling, HR, Pandemic, Payroll, Quiet quitting, Time and Attendance, Workforce Planning

HR And Payroll Departments Have Finally Embraced Cloud HCM

HCM cloud software is dynamic, and in ever-changing industry, with expectations and demands from customers changing at a fast pace. HR and payroll departments are no different, they have had to deal with legacy software solutions for many years. And, while some have been slow to migrate to the cloud, most have because of covid-19 — and remote work— due in part, to a new generation of workers, who value work differently than their parents.

The adoption of Human Capital Management (HCM) solutions has had a significant impact on HR and business processes. Modern technologies and software platforms, like ATSTimeWorkOnDemand HCM have allowed HR and payroll professionals to simplify employee lifecycle management and focus on organizational goals rather than administrative tasks.

ATSTimeWorkOnDemand is a 100% TrueCloud based HCM platform, that offers a suite of modules and functionalities, under one roof. And since it’s Cloud-based, ATS offers unlimited scalability of operations, without any major infrastructure costs involved.

Here are some other reasons why companies are embracing ATSTimeWorkOnDemand HCM:

Time Collection for Accurate Data
COVID-19 has increased work from home options and, as more companies, become dispersed and mobile than ever, a traditional time clock many not be a viable solution. ATS offers a variety of options for employees to clock in including: kiosk, web, tablets and mobile phones. And, with embedded geofencing you can ensure employees only punch in from certain locations, when reporting to or signing out from work.

Improve HR Service Delivery
ATSTimeWorkOnDemand HCM provides a suite of capabilities that make HR service delivery easier and more efficient for everyone, across the organization. With a single tool to manage employee time, accrual benefits, payroll and financials, organizations can eliminate third-party integrations, improve data accuracy, create a more engaging workforce experience and make better-informed decisions to tightly align workforce performance with business performance.

Intuitive Analytical Tools
ATSTimeWorkOnDemand HCM is equipped with Machine learning (ML) a subset of AI that is narrowly focused on the learning and inherent interpretation of data. ATS artificial intelligence tool, recognizes patterns and make predictions through data collection— thus, removing manual entry and guess-work out of the equation.

Reduce the Cost of Running Payroll
With ATSTimeWorkOnDemand HCM, you run payroll in minutes and post to your general ledger in real-time, while at the same time gaining access to workforce analytics. Within the application, the process for, employees to request time off and managers to approve requests, is automated. Time-off balances are automatically updated once requests are approved, and companies can set controls to enforce policies so employees aren’t taking too much time off. ATSTimeWorkOnDemand HCM performance metrics, empower managers— and employees to update their profiles, manage their teams — and securely view their own HR-related information.

ATS HCM Suite
ATSTimeWorkOnDemand suite has been adopted by global leaders in manufacturing, retail & hospitality, government entities, healthcare and engineering and construction to optimize their workforce, maintain compliance risks, and improve employee engagement. ATSTimeWorkOnDemand HCM connects HR and payroll data, project planning, talent management, budgeting and forecasting and procurement processes, that empower your executive and operational teams to make smarter and faster business decisions.

ATS has packaged the experience gained from thousands of deployments across the continent into a set of leading practices. These practices pave a clear path to success and are proven to deliver rapid return on investment (ROI) and get you live on ATS cloud applications in a predictable timeframe. Intelligent, 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. If you are interested in attending one of our bi-monthly webinars, register here. And, to speak to an account executive, call 866.294.2467.

Budgeting and Forecasting, HCM, HR, Machine Learning, Payroll, Project Planning, Talent Management, Time and Attendance, Workforce Analytics

An All-In-One Solution For Your HR Manager

What is ATSTimeWorkOnDemand human capital management solution (HCM) solution? An all in-one that provides a suite of capabilities to your company’s make HR service delivery easier and more efficient for everyone, across the organization. With a single tool to manage HR, payroll and financials, companies can eliminate third-party integrations, improve data accuracy, create a more engaging workforce experience and make better-informed decisions to tightly align workforce performance with business performance.

If your company is contemplating an HCM solution, here are three powerful processes that’s included with ATSTimeWorkOnDemand, that will make your decision easier.

Make use of Best-In-Class HCM While Bringing Together HR and Financial Data
Drive people-focused results and transform your business with a truly connected global workforce experience — delivered through resilient and mindful HR technology. Empower employees and managers to securely accomplish common HR tasks, like changing addresses or viewing time-off requests and balances, at any time with any connected device.

Reduce the Cost of Running Payroll and Drive Employee Engagement
Run payroll in minutes with seamless API integration third-party files, and post to your general ledger in real-time. With ATSTimeWorkOnDemand, you can manage the entire employee journey from a single solution — giving you the power of HR, talent, payroll, and workforce management to deliver a personalized, people-centered experience.

Increase Workforce Performance and Achieve Faster Time to Value.
With workforce management information shared across ATSTimeWorkOnDemand HCM Suite, HR leaders can automate processes to reduce administrative time spent on common tasks and easily route information across the entire organization. Intuitive dashboards and workflows enable human resources stakeholders to monitor key KPIs and become more strategic business partners — while, at the same time, delivering an exceptional workforce experience.

Want to learn how our ATSTimeWorkOnDemand HCM suite can help you achieve a better work experience for your people? Go to our website and download a demonstration. You can reach a sales representative at (866) 294-2467.

ATSTimeWorkOnDemand, HR, Human Capital Management (HCM), Payroll, Time-Off Requests

Why Do Some Companies Refuse To Hire Older Workers?

There’s anecdotal evidence that some companies believe, that if they hire older workers, it could stunt their company’s growth. This practice is pervasive especially, in the tech world where it has become synonymous with youth. However, technology is never created nor consumed exclusively by young people.

Here are 5 reasons, from an article by Maryalene LaPonsie, that will make you rethink your company’s hiring policy when it comes to older workers:

“1. Older workers have experience
An obvious benefit of older workers is the experience and skills they bring to a job. “You’ve got someone who can solve your problem today,” says Kerry Hannon, an AARP jobs expert and author of “Getting the Job You Want After 50 For Dummies.”

Hannon, 55, says employers may have legitimate concerns about older workers being behind the curve when it comes to technology, but those skills can be taught. On the other hand, no amount of training can give a younger worker the wisdom gained through 20 or 30 years spent in the field.

2. Older workers have confidence
Perhaps as a by-product of all that experience, older workers are often more confident than their younger counterparts. Hochkins says the firm that hired her at age 52 did so after several failed attempts to have younger workers do the same job, a job that required convincing CEOs and executives to get on board with a particular initiative. “They had also hired some 20-somethings, but they weren’t having much luck because they didn’t have the finesse needed to get the job done,” she explains.

3. Older workers provide reliable service
In 2014, the Society for Human Resource Management asked HR professionals what they considered the top advantages of older workers. Experience was No. 1 on the list at 77 percent, followed closely by maturity/professionalism and a stronger work ethic – traits chosen by 71 percent and 70 percent, respectively, of 1,913 survey respondents.

4. Older workers are loyal
Workers older than age 50 may be more loyal. This may be particularly true for new hires who are grateful for the job. “In general, older workers love their jobs more than younger ones,” Hannon says. A 2013 study by The Associated Press-NORC Center for Public Affairs Research found 9 in 10 workers older than age 50 are somewhat or very satisfied with their jobs. Meanwhile, according to the 2014 Conference Board Job Satisfaction survey, only 3 in 10 workers younger than age 25 could say the same.

5. Older workers can save money
An experienced worker can hit the ground running and be effective immediately. They also may have advanced critical-thinking skills that can help them make good decisions quickly. Hochkins notes she saved one company $5 million in inventory costs, and she questions whether a less experienced worker would have been able to identify where changes within the organization could be made.”

Bottomline: When business executives are hesitant about hiring an older worker should consider the 5 reasons above. Having an age-diverse workforce makes sense for most companies. Hiring older workers, means you won’t have to deal with the costs of high turnover in a more youthful workforce vs. the benefits and experience mature workers will bring to your company.

Society for Human Resource Management, Workforce

Manage Administrative Data-Anywhere, Anytime

There is nothing more critical to an organization’s operations than making sure employees are paid on time with 100% accuracy, however it is just as important to deliver new capabilities to support your entire workforce. With ATSTimeWorkOnDemand you have a robust solution at your fingertips, with broad-based functionality—and the ability to adapt to the requirements of your business as it evolves.

Here are 3 ways ATSTimeWorkOnDemand helps businesses:

Optimize Productivity and Reduce Payroll Errors

ATSTimeWorkOnDemand provides a rapid return on investment by reducing payroll processing errors and overtime costs and planning more-accurate workforce utilization.
Reduce your unplanned overtime costs with digital enforcement of policies and real-time notifications that alert when your employees are working outside of their scheduled hours.
With ATSTimeWorkOnDemand your organization will gain a competitive advantage— with complete process automation that increases output, reduces compliance risk, and maximizes business growth.

Enhance Regulatory Compliance

Use key compliance criteria to determine applicable rules for absences, manage cases, and improve communication to mitigate costly fines and penalties.
The application has built-in best-practices to adapt to collective bargaining and other pay rules and regulations.
Keep current with changing laws with automatic updates from the compliance portal.

Simplify Time and Attendance and Optimize Data Collection

Give employees access to their time sheet on any device, while reducing payroll errors in a single, cloud-based platform.
Your organization can track time and attendance data in real-time with; ATS line of data collectors, biometric technology or other data sources.
Provide self-service capabilities (with any device with Internet connection) where employees can submit time-off requests, view messages, add and edit timesheet details, and benefit accruals. With direct access to personal information, employees can easily view and confirm their pay calculations before payroll is processed

ATSTimeWorkOnDemand helps companies create employee experiences that unlock new potential for innovation, resilience, and better performance. Interested in learning how ATSTimeWorkOnDemand, can support your workforce and business in a rapidly changing world? Go to our website to download a demonstration and to reach an account executive, call: 866.294.2467.

ATSTimeWorkOnDemand, Benefit Accruals, Cloud, Collective Bargaining, Employee Self-Service, Overtime, Payroll

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.

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

Why Should Our Company Use An ATS Thermal Check Facial Recognition Time Clock?

Well, for starters, it is the most innovative facial recognition time clock on the market, that identifies or verifies the human face through a digital image or a video frame. And, when combined with ATS HCM feature-rich cloud computing software, you know you are going to get a huge bang for your buck.

Across Canada, and that includes the federal government, municipalities, provinces and many US states, have all mandated that their employees must vaccinated to enter their place of employment or partake in daily temperature checks. Many organizations, across different industries have instituted similar policies. Centres for Disease and Control Prevention (CDC) recommends that temperature screenings should be conducted daily at all workplaces. And, while some companies use manual-based screening, automating this process will help with social distancing, increase health and safety and boost efficiency.

Here are some of the most advanced technology features, that will make you want to deploy ATS facial recognition time clock:

HR Functionality: Employees can key-in job numbers or perform department transfers, view previous punches, review current week and following week’s schedule, view accrual hours (time-off requests etc.) and enter $ or hours and quantity of hours at the time clock. With up-to-the-minute analytic reporting HR, payroll and finance leaders can ensure a safe environment and consistent experience for all employees at the point of entry to the work-space.

Thermal Temperature: Social distancing and contact tracing are both crucial elements of the new normal. Being aware of how your employees move through the workplace can be a tremendous help in mitigating risk and maintaining health and safety protocols. ATS facial recognition has the ability to check employees’ temperature before they clock in for their shift. The embedded thermal accurately measures employee temperatures and, if an employee is found to have a high temperature the reader will not allow them to punch in for the shift- and will grant a manager the option to handle this at their discretion. This cutting-edge biometric technology helps you maintain spacing and pinpoint problem areas if health issues do arise.

For your IT Personnel: ATS Thermal Check Facial Recognition defaults to port80 but, is also designed for LAN and Cloud Computing environments. Other port installs include; dynamic DNS or static IP address. Network options: PoE support, Gigabit Ethernet, Blue Tooth, Wi-Fi enablement and more.

Human Voice Technology: ATS Thermal Check Facial Recognition includes a touch-free temperature readings without the need for additional human interaction and can be used as a single-function equipment that creates an accurate, multi-point temperature readings that helps keep your workplace safe. ATS Thermal Check Facial Recognition allows employees to fully interact with all essential clock functions with voice recognition, thus avoiding any physical contact and prevent the spread of disease.

Mask Detection: With ATS facial recognition time clocks provides masks confirmation when employee punch in/out at the reader. The unit can instantly detect if a mask is being worn at the time of the punch with reliability, precision and exceptional matching speed. The advanced algorithm will still know who the employee is even with the mask on.

To learn how your company can rent or purchase an ATS Thermal Check Facial Recognition Time Clock, go to our website.

About ATS

ATS Thermal Check Facial Recognition, Canada, Cloud Computing, HCM, HR, IT, LAN, Power Over Ethernet (POE), Time-Off Requests

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

HR And Payroll Departments Have Finally Embraced Cloud HCM

An All-In-One Solution For Your HR Manager

Why Do Some Companies Refuse To Hire Older Workers?

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

AI Continues To Change The HR Landscape

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