Time and Attendance Blog, Workforce Management Software

Contactless Time Clock Options In The COVID-19 Era

As parts of Canada and the US begins the process of a slow reopening, social- distancing and workplace hygiene remains top of mind for employers and employees alike. And, if some of your employees continue to work from home, you can make use of employee self-service and online web punch options, which means, you likely don’t have to think about workplace logistics for this cohort. But what about the employees who have to report to work because of the nature of your industry? Whether its food manufacturing, retail, or grocery, you probably have some way of recording their time. And, if you don’t, here are 3 ways to record employees time while they are on the job, that is both safe and contactless:

RFID/Keyfobs: ATS time clocks supports RFID and Smart Card/key fob reader options. RFID, Smart cards and key fobs, do not require contact, and chances are some or all your employees already use these types of cards.

FaceScan and IRIS Recognition Data Collectors: Due, in large part to the ongoing pandemic, more companies are requesting touchless data collectors. And, when combined with ATSTimeWorkOnDemand, innovative time and attendance app, these data collectors — pave the way for a new era of powerful employee time-tracking data that helps control labour costs and improve workforce productivity.

Proximity: ATS Proximity time clocks have an embedded sensor which reads the badge to quickly record employee arrival times, breaks, lunches, overtime and departure times. ATS proximity cards are “contactless” and is read when held within two inches of the time clock sensor. Alternatively, proximity wristbands offer another approach, this wearable method has the potential to ensure almost no contact between employees and time clocks.

Mobile and web time clocks: With ATSTimeWorkOnDemand application, employees can punch in/out from a personal device or terminal thus, eliminating hygiene concerns of a shared time clock. ATS mobile and web time clock options, delivers an engaging experience that drives user adoption across the workforce. Managers can initiate mass approvals, manage exceptions, and get approval alerts on mobile devices from anywhere 24/7.

Magnetic stripe or Barcode: Magnetic and Barcode cards: allow employees to swipe to clock in and out, without directly touching the time clock. ATS State-Of-The-Art Time Clocks are equipped with a large 7” touchscreen with and full color LCD Screen. It delivers a superior user experience and fast user adoption and has a straightforward user interface, that provides self-service view into any employee’s work-related information.

Bottomline: ATS contactless time clocks was designed with you and you and your payroll costs, in mind. ATSTimeWorkOnDemand offers complete automation and full visibility –with innovative and functionality that translates to faster employee deployment, less wasted time, and increased productivity.

To learn more, go to our website, where you can download a demo or brochures. To reach us by phone, call 866.294.2467.

Here Are A Few Contactless Punching Options For Your Organization

The COVID-19 pandemic, led many businesses to make challenging decisions most of which, necessitated the evaluation of staffing needs after provinces and states across Canada and the United States issued various orders aimed at curbing the spread of the coronavirus. And, in some instances, these decisions have resulted in businesses reducing employee hours or laying-off employees.

As officials slowly evaluate easing restrictions, some businesses are considering rehiring laid-off employees or returning furloughed employees to their previously held positions. And, for some of these businesses that have hourly employees who previously punched in/out at a time clock, the question becomes, how can this done in a way that does not expose employees to contracting the coronavirus.

ATS offers a variety of employee time clocks that your staff does not need to make direct contact with, to record their hours.

Backed by ATSTimeWorkOnDemand, cloud computing solution, here are a few options to choose to choose from:

MIFARE cards: With a MIFARE Card employees simply put the card up to time clock and it automatically records their time. The time clock will emit an audible beep to confirm that the employee successfully punched in or out. MIFARE cards encryption keys prevent data from being emitted until the MIFARE card and card reader mutually authenticate each other.

Face Recognition Terminals: With these terminals, employees only have to put their point their face towards the unit and it automatically records their start and end time. ATS Face Recognition contactless biometrics supports three modes of identification, including Face, card or face and card and– simply authenticates digital identity through facial recognition, thereby worker health and safety. ATS Face Recognition time clocks have proven to be one of the best biometrics because employees time can be recorded without touching or interacting with the unit.

Proximity cards, RFID cards and Keyfobs: Similar to MIFARE,proximity cards, RFID cards and keyfobs feature also feature encrypted, embedded metallic antenna coil that stores cardholder data. Data stored on a proximity card, key fob or tag can be detected by an ATS time clock, when the proximity card is passed within range.

As businesses slowly bring employees back to their offices with new health and safety measures, in place and whether you are in healthcare, manufacturing or grocery– ATS contactless biometric technologies can help you introduce a hygienic and safe time tracking experience.

To download a demonstration, or to learn more, go to our website. And, to reach an account representative, call 866.294.2467.

ATSTimeWorkOnDemand, Biometrics, Canada, Face Recognition, Key Fobs, MIFARE, Proximity Cards, Time Clocks

What Not To Do At The Office Holiday Party

This blog is a follow up to The annual office Christmas party and the headaches it can create for HR managers . Holiday office parties is a time to get to know some of your co-workers like the payroll manager, who you would otherwise never see unless, you have issues with the inaccuracies of your paycheque, from the antiquated time clock-that your company has not updated. And, yes it is not intended as a boozy event, popularized by the movie Office Christmas Party that would have any HR manager pulling his/her hair out.

In a recent article, titled The Rules of Etiquette for Your Office Holiday Party by J.R. Duren for GlassDoor it contains 5 tips, that can help you can enjoy the company of your colleagues at the office holiday party-while, at the same time, avoid jeopardizing your career.

Here are the 5 tips from the article:

How to dress: Keep it classy

Experts across the board are united in their opinions about several aspects of office parties, attire included.

Lisa M. Grotts, a San Francisco-based etiquette expert, says your holiday party isn’t your chance to go overboard with gaudy outfits.

“Just because an office function is after work hours doesn’t mean it’s an invitation to dress flashy or wear a revealing outfit,” Grotts said. “Skirts should hit your knee and nothing should be too tight. Skip the cleavage-bearing tops.”

We heard the same sentiment from Jacquelyn Youst, a Pennsylvania-based etiquette consultant.

“Office holiday parties are an extension of the office. This is not the time or place to wear your short skirt and low-cut blouse,” Youst said. “Maintain a professional level of decorum.”

This isn’t your chance to push your “I’m casual so I dress casual” agenda, says Laura Handrick, an HR analyst at Fit Small Business.

How to drink: Keep it at two

This is the section you’ve probably been waiting for; all the good horror stories are usually the handiwork of booze and beer. As humorous as these stories can be, jobs and reputations are on the line when you’re four Sazeracs deep and ready to air your grievances.

Carlota Zimmerman, a career expert based in Los Angeles, says you can give yourself a head start by eating before you arrive.

“Even half a sandwich and a protein smoothie will work,” Zimmerman said. “Just get something inside you so that the first martini won’t have you self-righteously glaring at your boss as you mentally assemble your declaration of independence.”

How to converse: Keep it cordial

Office holiday parties require conversational skills — introvert or not, you’re probably going to be forced to talk with someone you don’t know that well.

The rules for conversation are essentially the same as drinking: moderation wins. Don’t get too deep and don’t come off as too superficial.

“Appropriate conversation is any compliment related to the holiday outfit others have chosen or any topic related to the holidays, family time or time off,” Handrick said. “’Will you get to see your mom this Christmas in upstate New York?’ is fine.”

When to leave: Read the room

Once you’ve had your chance to have a couple of drinks and engage in conversation, you may be ready to head home or to another party.

If the second party is better than the first, don’t mention that to your colleagues, Grenny said. And if you’re worried about leaving too early, gauge the atmosphere.

“When it comes to leaving, take your cue from the majority,” he said. “Leave when most people are leaving.”

Saying thank you: The final step

Whether you loved your holiday party or hated it, many of our experts said that expressing your gratitude about the party is a professional and polite way to acknowledge the time and money they put into the party.

Amber Hunter, an employee experience director at A Plus Benefits, said that you can leave a lasting impression on your bosses if you let them know you enjoyed yourself and appreciated the company’s efforts to plan a holiday party.

Bottomline: You spend more time with our co-workers than your family throughout the week. And, in some respect you probably become close friends or they become an extension of your family. The office holiday is a break from everyday work, where you get to meet your co-workers significant other. Have fun and don’t do anything that will make you look foolish and make everyone else uncomfortable.

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.

To download a demonstration of ATS TimeWorkOnDemand, or to register for a bi-monthly webinar, go to our website. And, to reach an account executive, call; 866.294.2467.

Glassdoor, HR, Office Christmas Party, Payroll

Want To Wow The C-suite? Tell Them About The Benefits Of Workforce Analytics

Accurate reporting is vital to a company’s success. ATS HCM Workforce Analytics delivers a complete solution for analyzing and visually exploring your data to understand the correlation between people performance and business performance.

ATS HCM Workforce Analytics application can help you make on-the-spot decisions by providing a wealth of invaluable information and insights, using up-to-the-minute HR analytics tools and customizable dashboards.

Intuitive Dashboards

HR and other departmental managers have access to multiple pre-built global reports and dashboards with relevant Key Performance Indicators (KPIs) Indicators
You can connect and blend data from HCM, Time and Attendance, Payroll and other third-party applications for deeper insight into your workforce-thus, helping you, to make informed decisions.
ATS intuitive cloud platform gives you flexibility. You can create stunning visualizations and share the data with colleagues—online and/or on mobile devices.
Anticipate workforce needs with predictive analytics, while working with others, within your organization,to determine the right skills that support your strategic plan.
Anticipate workforce needs with predictive analytics, while working with others, within your organization, to determine the right skills that support your strategic plan.

Payroll and HR Compliance

Whether your business is operating in one or several cities, provinces or states, your data should be standardized but, should also comply to the local laws in the jurisdictions where you operate.

With ATS Workforce Analytics, you can:

Equip C-level executives with real-time contextual information and ad hoc analysis. This powerful dashboard leverages business data and other applications to provide a single source of truth for the company.
Seamlessly update profiles and permissions features to enable executives, managers, supervisors and employees to support both themselves and their teams, while ensuring that sensitive HR data is visible only to those who need to see it
Enhance business decisions with best-of-breed intelligence – using our cloud-based analytics software. Download employee data through a variety of employee time clocks and enhance, and performance challenges

Transform your Business with Real-Time Insights

ATS Workforce Analytics connects business and IT to help you close the gap between your digital transformation strategy and execution. From designing and value discovery to accelerated innovation to productive usage for tangible business results
Enable managers to subscribe to reports notifying them of exceptions or conditional circumstances such as high absence levels
Spot potential business problems before they occur with early warning systems reporting
This robust cloud-based application supports strategic workforce planning, budgeting and forecasting and helps you analyze trends in workforce gaps and accurately model labour composition and costs.
Enable rapid identification of trends using charts, tables, and other graphics with easy-to-use data visualization tools

You now have more than enough information to make the most skeptic C-suite executive excited. And, if you are asked for more information, you can start the journey by downloading a demonstration or registering for one of our bi-monthly webinars.

To arrange an onsite visit or an ATS Workforce Analytics demonstration specific to your organizational requirements, call; 866.294.2467.

Cloud, Forecasting and Budgeting, HR, Key Performance Indicators (KPIs), Payroll, Workforce Analytics

Biometric Face Technology Might Soon Will Replace Passports

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

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

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

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

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

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

Using ATS biometric technology, your organization can expect:

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

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

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

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

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

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Analytics, Biometric Time Clocks, Cloud Computing, Facial Recognition, Hand Geometry, The New York Time, Time and Attendance

The World Of Work Is Changing: Is Your Company Prepared?

Where you are a CEO, HR executive or small-midsize business owner, the world of work as you know it is rapidly changing. And, if you are in a management role, you should make sure you are prepared for these changes. Here is small sample size of what’s being considered and some of them will likely come to fruition:

Minimum wage hike, addition of paid sick leave, overtime, vacation pay, minimum wage

Employers will be required to pay employees for sick days taken
Overtime pay will kick in at 40 hours, from the current 44 hours.
Paid vacation will change to three weeks per year from the current two weeks
Employers will be required to pay their part-time workers the same as full-time workers, doing jobs that are similar in nature
Student and people under 18 who server alcohol will no longer be subjected to the lower minimum wage

While these changes are in Ontario, virtually every province and territory of Canada and across several US states, have changes that are similar in nature are going to be enacted by policy makers. And, the regions who have not updated their workplace laws recently, will be using Ontario as a case study. If you are still using paper time sheets to handle current work rule policies, it might be time to starting thinking about implementing a time and attendance solution to help you handle and adapt to these new laws.

In this blog, 7 Smart Reasons for Your Payroll Clients to Use Time Clocks authored by Louie Calvin for Thomson Reuters Tax & Accounting, a clear case is made for deploying a time clock solution:

“Collect employee data faster — There’s nothing more frustrating to a payroll preparer than waiting for, or chasing down, clients to get what’s needed to process payroll. Time clock applications manage employee changes and hours/time data throughout the pay period in electronic format — much easier than fielding phone calls or emails.

Correct and accurate payroll calculation and reporting — Anytime your team can reduce human error, you’ll spend less time correcting or delaying payroll. Time clocks today are smart devices — they can automatically log out or deduct for meal periods for people who forget to punch in or out, — and technology like data-sharing and use of APIs eliminates double data entry. An automated time system also makes recording hours easier for remote workers, or when employees travel. Depending on the system, reports upload directly into your payroll software, reducing the need for manual entries. The payroll preparer has the benefit of documented client sign-off on the data they submit, and direct import into your payroll application. This eliminates manual data entry and payroll checks are automatically ready for your review.

Ensure employees are accurately reporting time — With a time clock system, you can set up security parameters to make sure the employee is the one reporting their own hours — and that they’re reporting them accurately. You also have the ability to monitor time in and out, meals, breaks and more. Remember, wages that are overpaid or underpaid can result in liabilities that put your business clients at risk for fraud, with the statute of limitations up to three years.”

The proposed employment laws have not taken effect yet, but soon they will and you want to make sure you are prepared.

To learn about ATS time and attendance solution or to register for a bi-monthly webinar, go to our website. To speak to an account executive; call; 866.294.2467.

Minimum Wage, Overtime, Payroll Time Clock, Sick Leave, Thomson Reuters, Time and Attendance, Vacation Pay

If You Are An HR Manager Add This Solution To Your Hiring Tool Kit

Speak to any HR manager about the list of challenges they face each day and, hiring and retaining talent is likely to top that list. As an HR manager, have you thought of about introducing fingerprint technology as a tool to help with the recruiting process?

If your organization is interested in deploying a fingerprint solution to streamline the process of hiring, here are some suggestions from an article titled New Fingerprinting Tech Gives Hiring a Hand by Meghan M. Biro of Talent Culture:

“Check the requirements for your field. Depending on industry and state, you may be required to fingerprint your new hires. This includes a number of licenses, public, and private agencies.

For instance, fingerprints are required for those working with pari-mutuel betting and racing. Indian tribal governments may require fingerprinting for anyone who is going to have regular contact or control over Indian children. Private security officers, criminal transporters, adoption or foster-parent evaluators, and school employees may all be subject to fingerprinting. (Fingerprints are processed for a reduced fee for a number of organizations or firms whose employees will work with children.) Other common industries that may require fingerprinting include healthcare, insurance and financial services. Other dependencies include whether or not applicants are located in or out of state.

Don’t expect fingerprinting to do all the heavy lifting. If you think one fingerprint can magically produce everything you need to know about an applicant, think again. For example, a fingerprint may disclose an arrest record, but not a conviction. According to the U.S. Equal Employment Opportunity Commission (EEOC), it’s ill-advised to deny someone a position solely on the grounds of an arrest record. A summary of the EEOC’s guidance with regard to conviction record screening policies is provided in HireRight’s white paper, Checking in on Employment Background Checks: Are You in Compliance with the EEOC, FCRA, Federal and Local Requirements?

Keep in mind, the FBI database may not receive a record of all outcomes of all arrests, and in some cases, a state may have chosen not to fingerprint. Certain issues may not even appear on the database, which could cause problems later — including possible litigation.

Use fingerprinting to confirm the identity of your hire. Fingerprinting is the best way to confirm identity. It’s been called the gold standard of identity confirmation — and for a background check, this is the straight line between your potential hire and the FBI database. In terms of employee experience, there are plenty of complications involved in the hiring process already. You can eliminate one by making sure your new hires understand the purpose of fingerprinting. Now that identity confirmation is becoming a new normal, and technologies like biometrics are commonplace, you may be pleasantly surprised by younger generations who are comfortable with fingerprinting — many already protect their smartphones with their fingerprints, for example.”

Fingerprint technologies have been around for a while and are used across many industries to track and report on employee time and attendance. That being said, no two fingerprint technologies are the same-for example, biometric fingerprint technology used to track employee time is different from the ones used by law enforcement.

If you decide you want to use fingerprint technology for hiring employees, make sure you are using a reputable company. And, if your company is unionized, also be prepared to get challenged by either your shop steward or the local President of the union. When selecting a vendor, make sure you choose one that has deep industry expertise, and who is able to clearly espouse the virtues of fingerprint technology, discuss the pros and cons and ally the fears of all stakeholders.

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Biometrics, Employee Time and Attendance, Fingerprint, HR, Talent Culture

What’s Fuelling The Growth In Today’s Manufacturing?

Ask this question to executives in the manufacturing sector and you are bound to get several different answers, albeit there will be similarities in those answers. It’s no secret that the manufacturing industry has had to adapt and evolve to the rapid changes around them in order, to survive-while dealing with some naysayers who had left them for dead after one of this century’s worst financial crisis.

But who would know the inner workers of the manufacturing industry and its resilience and ability to adapt than anyone else? How about the President and Chief Executive Officer, Manufacturers Alliance for Productivity and Innovation who penned a poignant article titled “Three Megatrends Transforming Manufacturing”. We tool the liberty of extrapolating some of paragraphs (in no particular order) which reads in part;

“We’re entering a new industrial age driven by digitalization, customization, and miniaturization that is transforming the nature of work in manufacturing. Since the turn of the millennium, the sector has evolved faster and more thoroughly than at any other time in history.”

The rise of the digital era has impacted all industries especially manufacturing. The article states that “The ability to collect and analyze large volumes of data in economic transactions has revolutionized customer care in the retail and finance sectors. In manufacturing, Big Data will accelerate the integration of IT, manufacturing and operational systems on the shop floor and lead to better forecasting and understanding of plant performance. Caterpillar is taking this a step farther, tracking the performance of its products in the field after purchase and offering maintenance and repair services based on real-time assessments.”

If you are still wondering whether the industry can adapt here is a final paragraph from the article; “Of course, manufacturers’ labor needs are changing as well: companies now rely on more automation and require fewer employees, and those they hire must demonstrate higher science, technological and math skills. Fortunately, the millennial generation—as large as the baby boomer generation—is more technologically sophisticated. And, as the manufacturing workforce has diversified over time, manufacturers are working to continually foster more inclusive environments.”

The title of this blog asked? “What’s Fuelling The Growth In Today’s Manufacturing”? The answer is simple-it’s the ability of the industry to adapt and evolve with the times. Many of today’s manufacturers face constant pressure to produce a top quality product on time, every time. And, the economic fluctuations, shortage of skilled labor and market governance, and adherence to workforce compliance mandates adds to the complexities that manufacturers face every day. To meet these challenges many of these manufacturing companies have adopted Workforce Management Solutions to help them keep pace with the digital era, streamline costs and improve productivity at all levels of their operations.

To download a free demonstration of ATS Workforce Management for Manufacturing, go to our website. And, to attend one of our monthly webinars, you can register online.

Big Data, Labor, Manufacturing, Shop Floor, Workforce Management Solutions

Biometric FaceScan Technology Will Soon Be Part Of Your Credit Card

It wasn’t too long ago that the thought of using biometric FaceScan and Fingerprint for time and attendance and payroll data integration seemed too futuristic for some organizations. However, many of today’s businesses and consumers are gravitating towards the digital era in droves, adopting cloud-based solutions, big data, and what used to appear as “Star Wars” is becoming the norm.

A recent article titled ‘MasterCard launching selfie payments’ by Alanna Petroff for CNN Business states in part;

“The company announced it is launching new mobile technologies that will allow customers to authenticate their online purchases using selfies or fingerprints.” Now, that’s very futuristic and smart marketing on MasterCard’s part, and is sure to get millennial excited. After all, they are the ones who invented the “Selfie”.

The article goes on to say; “Customers who want to try selfie authentication will have to download a special MasterCard app that will allow them to take a photo each time they make an online purchase. Their face (or fingerprint) will be scanned to prove that they — not hackers or thieves — are making a purchase.”

If your company is still on the fence about time and attendance biometrics, go to our website and download a demonstration or register for one of our free bi-weekly webinars.

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CNN Iris Scanner, Fingerprint Scanner, Mastercard, Star Wars, Time and Attendance Biometric FaceScan

Pandora’s Box: To Replace Or Not Replace Your Current System?

Sometimes getting companies to open up about the current system they are using can prove difficult. And, that’s because senior managers know what they are using is not working, but fear that discussing it at length, might open up the proverbial “Pandora’s Box”. In other words, discussing their current challenges means they will have to devote some time and resources to the implementation a new solution, thus, creating a reason to stick with what’s not working. But just imagine the actual pain of using a time and attendance solution that is not meeting your needs? We understand that replacing your current system can feel like a chore, but if implemented correctly, you will feel a whole lot better.

If you decide it’s time to replace your current time and attendance solution, here are five tips that will your company transition to a new time and attendance solution:

Assign a Steering Committee or Project Leader
Depending on the size of your organization, an individual or a steering committee (with three to five stakeholders) should be named Project Leader and put in charge of the business requirements and selection process. And, because the people most familiar with pay and work rule compliance are typically from the HR or payroll department, you should assign one or both to the project.

Flush-Out the Challenges
Identify the nagging problems and bottlenecks that your current system posses and solicit feedback from people who use it on a daily basis. For example; are employees having issues with the time clock when attempting to punch in/out? Does your CFO have access to the right analytics to complete month-end? In short, get feedback from all levels of personnel that interact with the time and attendance solution, or generate reports based on employee data. This type of feedback should include all stakeholders, and will lead to cooperation, buy-in, and inevitably, to a successful implementation.

Vendor
Does your current vendor have or can provide a time and attendance solution with the agility that supports your vision of business today, and in the future? Do they understand the unique demands of your business? Can they explain and demonstrate technology in a manner your employees will understand? And above all, is the solution easy-to-use? If the answer is no to all of these questions, find a company that can meet your needs.

Technology
There is no denying that cloud-based time and attendance have now become the preferred option for many small, mid and large organizations. Why? Because it’s easy to deploy, provides a rapid return on investment, and you don’t need to own an expensive Server on which to host the application. And, while some companies may opt for an on-premise workforce management solution because they have the resources and IT infrastructure to manage it, the cloud provides benefits that are second to none.

Growth
Where do you envision your company in the next 5-10 years? Understandably, the shaking economy over the last several years have given c-level executives pause. However, if you are going to invest in a solution with the intent to increase productivity and streamline payroll costs, its important to deploy a solution that will evolve with your company’s needs.

In conclusion, some companies continue to use outdated time tracking solutions that automate only part of their business operations, rather than an entire interconnected business processes, and as a result, demand extra resources intensive workarounds. So, don’t be afraid to open up your company’s current time and attendance, “Pandora’s box”. You might be pleasantly surprised to find out that you can actually save valuable resources, increase productivity and streamline the cost of payroll.

To download the white paper on ‘To Replace Or Not Replace Your Current Time and Attendance System’ go to our website. To attend a live webcast or to download a demonstration, go to our resource page or call one of our account executives at 866.294.2467.

Cloud Based Time and Attendance, Payroll, White Paper

Contactless Time Clock Options In The COVID-19 Era

Here Are A Few Contactless Punching Options For Your Organization

What Not To Do At The Office Holiday Party

The World Of Work Is Changing: Is Your Company Prepared?

If You Are An HR Manager Add This Solution To Your Hiring Tool Kit

What’s Fuelling The Growth In Today’s Manufacturing?

Biometric FaceScan Technology Will Soon Be Part Of Your Credit Card

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