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Before COVID-19 the way we work have been defined by predictable patterns involving who is doing the work, where it occurs and when it happens. And, while technological advancements, have impacted some of these norms, the pandemic upended it altogether and, accelerated the arrival of new ways of working. Many employees who initially felt anxiety about working from home, have come to embrace it after 15 months of lockdown.

Today, as many employers start to unveil their post-pandemic plans for a return-to the office, they are getting pushback from some employees, who are keen to retain their work from home privileges. But is this indicative of a more widespread resistance among workers who do not want to revert to pre-pandemic patterns or is it something else? It is possible, that employees, after working remotely for so many months, feel they can be productive at home – and that the reasons their employers want them back in-office does not add up.

While there are several factors at play, as to why, some employees, are pushing back about returning to the office — below are 3 reasons for the possible hesitancy by some workers.

  1. Lockdown fatigue is real- COVID-19 has been debilitating for all of us and we’re tired of lockdowns. The constant anxiety of living and working through a pandemic has left many of us feeling low in energy, and the thought of driving and working in an office alongside others-in and of itself, is exhausting.
  2. Office work doesn’t allow for a healthy work-life-balance-Lockdown has been isolating and although we have craved the company of coworkers, we have also been able to separate work and leisure time. We have been able to exercise, read and spend time with our loved ones without feeling guilty because we were late getting home for dinner, after the commute from the office.
  3. Going back to pre-pandemic work is the cause of our anxiety- In addition to wearing face masks, we would be following social distancing guidelines and staring at stickers telling us how to behave correctly and politely, while on the subway or standing in a crowded elevator.  This is an added layer of anxiety to an already stressful time, that not everyone is looking forward to.

Bottomline: It’s still early to say what the post-pandemic work environment will look like, and not all employers are scheduling employees back to the office. In fact, some are doing it in stages, while others are delaying a return to the office for some staff. Many employers are still being lenient with policies as the virus lingers, vaccinations continue to roll out and childcare situations remain erratic.

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Are HR Leaders Ready For The Future Of Work?

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.

As demand for working from home and other flexible work arrangements continues to grow with the post-COVID-19 workforce, HR leaders need to adapt and connect with employees – who are physically disconnected from the office – to foster collaboration and at the same time, ensure they can stay productive to help keep business operations run smoothly.

ATSTimeWorkOnDemand is a cloud computing HCM solution that helps foster collaboration and provide businesses with the following tools:

Automate Time Tracking
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. ATSTimeWorkOnDemand automates the entire process through the cloud so you do not have to rely on spreadsheets or an antiquated time and attendance solution that’s not working the way you want it to.

Employee Self-Service
Do employees rely on HR to track time off and hours worked? With ATSTimeWorkOnDemand, employees can now request time-off from their phones, desktop or home computers.  ATSTimeWorkOnDemand allow you to track hours worked, manage requests and stay on top of labour distribution and job costing with automated, accurate timekeeping.

Accrual Benefits Administration
Want to see your HR manager do a happy dance? Tell them ATSTimeWorkOnDemand HCM application automates common workflows, removing the need for rekeying data with our unified database and allowing you to go paperless with 21st century artificial intelligence (AI) and data analytics. Your HR and payroll manager and, yes even your CFO- will likely be doing backflips once they learn about this feature.

Compliance Risk
ATSTimeWorkOnDemand Workforce Analytics enables you to gain deeper insights into important data like employee turnover, headcount and pay equity-thus reducing compliance risk. Your organization can also gain a holistic understanding by extracting and compiling important data points across your finance, HR and payroll departments.

Employee Engagement
ATSTimeWorkOnDemand application helps make the process of adding a new hire seamless. HR will see a significant reduction in manual administrative onboarding processes, saving time so you can focus on more important things — building engagement and introducing your company culture before new hires step foot in the door.

There is no denying that working from home has become the new reality for many employees and, while, this is also posing new compliance challenges for HR leaders, it does not have to.  Using ATSTimeWorkOnDemand to accurately capture data in real-time with proactive alerts that notify administrators of any errors or discrepancies is one of the best ways to streamline costs and increase workforce productivity.

To view a demonstration, go to our website and to reach an account representative by phone, call: 866.294.2467.

The COVID-19 global pandemic turned our workplaces and the world, at large on its head a year ago. Business meetings and tradeshows were held virtually while travel was limited or cancelled completely. Employees who traditionally drove to work found themselves working from home, for the first time–while also juggling, caregiving responsibilities.

Whether you are a CEO, CFO, HR or other business executive, here are the ten crucial business lessons we can all learn from Thom Dennis article for The HR Director:

  1. Measure output not hours. Many businesses have been measuring productivity through the number of hours put in. The pandemic has taught many of us that it matters less how long it takes for someone to do a task and more that they get the job done effectively. Self-employed and small business owners have been working successfully in this way for decades.
  2. Know and show your people are your most important asset. Treat all colleagues with compassion, respect and gratitude, and in return they will show loyalty and work hard. Showing your workforce that you appreciate them will increase job satisfaction which will in turn maintain staff retention rates, boost productivity and morale.
  3. Global without travel. Whilst the pandemic has put a stop on most international and domestic travel, businesses have never worked more globally thanks to working remotely, video and audio conferencing, chat, webinars, and social media. These solutions are a far more cost and time effective and ultimately productive way to work as long as they aren’t depended upon entirely – human contact still has an important part to play, particularly for promoting creativity and innovation. Whilst borders are almost closed, global reach has never been more possible.
  4. Inclusion is an absolute, not a tick box. Countless times in the last year we have seen huge national and global movements standing up for what they believe in despite the pandemic. A business that sees the importance of diversity and inclusion of different races, gender, ethnicity, sexual orientation, age, physical abilities, religion and socio-economic status, and celebrates those differences, creates an environment where people feel comfortable to be themselves, bullying and harassment are absent, and people thrive.
  5. Promote health sustainability. The pandemic has made us understand how important but fragile our health and wellbeing is. Reconceptualising health policy is vital. Don’t just follow the guidelines, go over and above. Find out what your employees need, and bear in mind that individuals may well have contrasting needs. Be clear about the importance of physical and mental health.
  6. Promote a speak up culture. Open communication is key to combating systemic problems at work, such as bullying. Where possible, remind colleagues to share their feelings and troubles at work, and be a role model in this way. Be empathetic, actively listen and show care for their wellbeing to help your employees to speak up and feel that they are truly being heard.
  7. Trust, don’t micromanage. With employees having to work remotely, companies have been forced to place their trust in their staff more than ever before. Micromanaging your workforce damages employee trust, leads to burnout and increases employee turnover rates. Trust is key to all aspects of business success including employee retention, loyalty and increased engagement, productivity and empowerment.
  8. We are not in the office but relationships matter. Even if we are physically not in the same building, an absence in communication or the social side of working as colleagues is damaging.  Making the effort to reach out to support colleagues, work collaboratively and maintain relationships will help keep the company thriving, encourage creativity and keep morale at a high.
  9. Flexibility and agility are vital. Flexibility increases staff wellbeing and job satisfaction. Giving your employees the option to choose their ideal schedule and setting within reason, allows leaders to show they understand and care that we all have additional important personal commitments and responsibilities. People also work better at different hours of the day – don’t we want them to work when they are most productive? Having internal procedure in place to acknowledge we don’t have to all be “at work” at the same time will benefit the business in terms of employee experience, innovation and ultimately growth.
  10. Place importance on work / home life balance. Burnout is a real problem. During the pandemic it has become worse for many, particularly for mothers who work, but the forced circumstances also highlighted to many what they aspire to and what is important to them. Act decisively on changes that need to be put in place, consider the different spaces, circumstances and equipment people have at home. Working from home was put in place as an emergency solution but is here to stay in one format or another.

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.

Before COVID-19 the seemingly, always-too-long and dreaded meetings took place around a conference table with colleagues. Today, many businesses have adopted remote work because of COVID-19 pandemic, and for the most part, those meetings— have shifted to virtual video conferencing with popular platforms like; Microsoft Teams, GoToMeeting and Zoom amoung others.

But can these constant video meetings become “excessive,” when for example, a telephone conference would suffice?

A recent blog by David Dye for SHRM titled, Too Many Meetings: How to Free Your Team to Build, Create, and Thrive offers a few tips that are worth considering when planning your next team meeting.  These tips include:

“Make Every Meeting Count
If you’re having a meeting to discuss the meeting and then to follow up on the meeting, you can free up time by consolidating. Socialize ideas and provide people the information they need asynchronously. At the end of every meeting, take a few minutes to schedule the finish and ensure everyone knows who is doing what, and by when.

Engage your Team and Ask “How Can We…?”
You’ll find willing thought-partners when you ask your team for their ideas. Use your asynchronous channels to ask “How can we meet less?” (Please don’t have a meeting about meeting less—it’s unnecessary until you have some concrete ideas to discuss.)

Think First, Then Meet
This will help your introverts and cut down on the number of meetings and make the meetings you do have more productive. Solicit ideas ahead of time. Give people time to think about what might work. They’ll likely be more creative when on a walk than staring into a computer camera. Once you’ve collected ideas, establish your success criteria, and then meet to prioritize or make a decision”.

At the height of the COVID-19 pandemic, a Gartner survey of 127 HR, legal and finance professionals said they “intend to permit remote working some of the time as employees return to the workplace. For many organizations with employees working both onsite and remotely, adapting to a new, more complex hybrid workforce is the challenge as how people work together to get their job done evolves”.

Bottomline: Some companies will do some sort of hybrid remote work after the coronavirus pandemic, while others may adopt it permanently. A virtual meeting via videoconferencing is a powerful way to make use of technology— and will likely become part of the future, but it should be used in appropriate doses. In fact, as a manager, try switching it up, by having a phone conference for your next meeting—and see how it impacts team engagement and morale.  You might be pleasantly surprised.

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.

Tis’ The Season To Be Smart and Aware When Online Shopping

November 27th, 2019 | Posted by ATS in Artificial Intelligence | Business Intelligence | Google | Time and Attendance Blog, Workforce Management Software - (Comments Off on Tis’ The Season To Be Smart and Aware When Online Shopping)

Eggnog, ugly sweaters, and shopping, yes shopping are three things synonymous with the holidays. Whether you are into any of these or not, they have become some of the things to do, in North America, during the holiday season. And since, online shopping has become part of our holiday shopping habits, it goes without saying, a level of caution has to be applied before clicking on a link for those ‘must-have-shoes’ that are calling out to be bought.

A recent article byPAYTM Canada titledHow to become a savvy online shopper this holiday season provides some useful insights and tips on how to be aware and shop smart online during holiday season. It reads in part;

“Holiday shoppers are enjoying the wave of online deals and discounts, thanks to retailers creating a whole season of shopping specials designed to keep you browsing and buying through the dark days of winter. Online shopping conveniently lets you skip the cold, the crowds, the lineups, and the incessant holiday music in the stores. Plus, shopping online can be fun”. 

And before you pull out that credit card here are 5 tips from that can help you have Happy Joly Holiday if use them.

Shop securely

The number one rule of online shopping is to shop securely. Any reputable retailer will have a secure site — meaning any personal and credit card information you give them is secure. Look for the padlock icon in the address bar next to the retailer’s web address or an extra “s” in the URL after “http”. The URL should start with “https.” The last thing you want is to purchase a sweater for your mom only to have your credit card compromised and used to buy thousands of dollars of expensive stereo equipment.

You should also make sure you are on a secure Wi-Fi network. As a general rule, try to do all online shopping from the comfort of your own home. Using public Wi-Fi can leave your personal information vulnerable.

Search for deals

One of the biggest benefits of shopping online is the ability to comparison shop with ease. No more trekking through the entire mall looking for the perfect wallet. Tools like Google’s shopping search make it easy to quickly scour the web based on specific criteria like price point, brand, style, and colour. It’s like having a personal shopper at your fingertips.

Get rewards

We’re all about saving money while you spend money. Shopping online means that you will be putting your purchases on a credit card. Make sure your credit card has a rewards program so that you can rack up points that you can use towards paying off your credit debt or paying for things like flights, hotels and car rentals on your next vacation.

Shop brands you know and love 

There are so many online retailers out there competing for your money. Low prices can be enticing but there is nothing worse than ordering an item only to be disappointed when you open the package because it doesn’t meet your expectations. Your safest bet is to order online from stores that you already know and love. Being familiar with the service, quality, sizing and return policy helps to greatly reduce the possibility of getting stuck with something you don’t like or want. 

Ship smart 

When trying to decide what product to buy online, be sure to factor in where it is coming from and when you need it. To avoid massive shipping fees, it is wise to shop well in advance of the date you need the item so that you don’t have to express ship anything. Buying from Canadian retailers is the best way to make sure your shopping is in ship-shape. You’ll get your packages quicker and with little to no shipping fees. 

Bottomline: shopping online has become much easier than in previous years. And the number of Canadians and the world in general, who has flocked to online shopping is staggering.  In closing, shop secure and be merry.

Embracing Tech Buzz Words In The World Of HR

October 4th, 2018 | Posted by ATS in Artificial Intelligence | Cloud Computing | ERP | Google | HR | Labour Analytics | Time and Attendance Blog, Workforce Management Software - (Comments Off on Embracing Tech Buzz Words In The World Of HR)

If you are in HR, you are likely familiar with a variety of buzz words, especially, when it comes to technology and the many applications that are available in the market, to complement your business processes.

Below is a list of such buzz words that most if not all in HR, is familiar with by now. This list was first compiled by Sharlyn Lauby, of HR Bartender and regenerated by HumanResources Online.

Artificial intelligence (AI): From google maps to spam fillers, AI brings convenience and helps people fulfill their career ambitions. The future trend is to scale their efforts and bring consistency to their activities. Programming is out of the question, but HR leaders need to know enough to guide the conversation within employees and make the best decisions for the company.

Embracing Tech Buzz Words In The World Of HR

Boolean Search: This is a method for searching websites to limit the results by defining the relationships between key words. With all the new fancy search engines, fundamental tools such as Boolean Search can not be ignored by HR professionals. Google search is focused on recent results. Refining Boolean Search skills can quickly access information from any database of software. The must-know Boolean operators are SITE, INURL, AND, OR, NOT.

Machine Learning: Machine learning is quickly becoming an important data tool for HR professionals. What is it and how does it differ from artificial intelligence?

Enterprise Resource Planning (ERP) ERP is the successor of materials resource planning which is described as a combination of manufacturing, financial and materials management software functionality. Human resources, professional services and customer relationship management functions are added to ERP. ERP can go beyond the common benefits. It can use analytics to reduce workforce attrition, and therefore better target talent.

The Internet of Things (IoT): The Internet of Things – or IoT – is the latest technology term for HR pros. It’s all about connectivity but it’s much more than that.

Search engine optimization (SEO): SEO is a practice of improving the visibility and ranking of a website in the search engine. It is no longer only useful for marketing professionals. It is also crucial for HR professionals to minimise their talent acquisition efforts since more and more candidates are using major search engines for job searches. Mobile-optimised career microsites are becoming an important part of companies’ SEO strategies.

Software-as-a-Service (SaaS): SaaS is any software paid for through a subscription or licence rental that does not require one to download it onto a computer. SaaS is easily confused with the term “cloud”, which refers only to computing resources such as data storage, virtual servers or networks which are only accessible for the information technology departments.

In the end, some buzz words simply go out of fashion or are so over-used, that we get tired of them, and so just stop using them altogether.

Is The Traditional 9-5 Workday Sliding Towards Irrelevance?

August 29th, 2018 | Posted by ATS in Careers | Google | HR | Millennials | Time and Attendance Blog, Workforce Management Software - (Comments Off on Is The Traditional 9-5 Workday Sliding Towards Irrelevance?)

Defenders of the good ole’ days will have a counter argument that the traditional 9-5 workday is thriving and will never go away. Maybe so but, that remains to be seen. Employees increasingly want to untethered themselves from the 24/7 work culture and instead are searching for jobs that let them better balance their careers and personal lives. And, while the shift in attitude about the new way of working can be attributed to Millenialls and GenerationZ, even some older workers are beginning to seek for flexible work arrangements from their employers —in other words, the work-life-balance is becoming infectious.

Is The Traditional 9-5 Workday Sliding Towards Irrelevance?

Meghan M.Biro article Did Millennials Kill the 9-to-5 Workday, or Just Point Out That It’s Dead? is wonderful read on topic and reads in part;

“Millennials are mostly comfortable with change. If they take a job at one company, and start to feel overworked or undervalued, they’ll just move on to another company. They certainly don’t want to be chained to a desk for 40-plus hours a week.

Millennials are not lazy. In fact, it’s quite the opposite. If they have an employer that enables them to do so, they’ll skillfully blend their work and personal lives to get the balance they’re looking for. 

If your organization can offer amenities like advanced training, remote or flexible work schedules, the latest and greatest when it come stop technology, and some regular encouragement and appreciation, this generation is much more likely to stay with your company for the long haul.

I think it’s good that we’re redesigning the concept of the 9-to-5 workday. Technology allows us to work where we want when we want. For progressive organizations, it makes sense to harness that potential.

So how can businesses tap into what this generation wants and keep them interested in their careers? Encouraging a culture that embraces flexible schedules and mobile work environments is the best place to start. As a business owner, think about how you can offer more flexibility in your workplace.

  • What duties or roles can be performed online or remotely, either on a full or part-time basis? Some typical examples include writing and research, marketing, sales and development.
  • How will different teams communicate effectively? Explore collaborative platforms designed for creative roles, or perhaps a solution that combines file sharing and workplace communication (like Dropbox or Google Messenger). 
  • If you can’t provide a fully remote-based work schedule, maybe you can offer a few hours of flex time or one day each week where people have the option to work from home.”

Bottom-line- It’s a movement that should not be ignored and business and HR leaders should be ready to adapt their hiring practices to reflect modern-day employee preference that includes, working for organizations that offer flexible work arrangements. In the end, every company wants a happy and productive workforce, which usually translates to increase profits.

Keep current with ATS:

Cloud-based computing (also called Software as a Service, or SaaS) allows users access to software applications that run on shared computing resources (for example, if when you access Google or download your music to your icloud or watch your favourite series on Netflix or Hulu) via the Internet. These computing resources are maintained in remote data centers dedicated to hosting various applications on multiple platforms.

What Exactly Is Cloud Time And Attendance?

ATS TimeWorkOnDemand for instance, is a software- as-a-service (SaaS) application that allows users to access our time and attendance software over the Internet. Accessing ATS TimeWorkOnDemand over the Internet, means that the upfront costs is significantly lower, because computing resources are leased by the month rather than purchased outright and maintained on a Server at your organization.

As we have seen in the last several years, more companies are adopting cloud applications in record numbers. And, the advantage of using the cloud means that small, and medium-size businesses, can access a wide range business applications, at reasonable prices, without having to lay out a huge amount of capital for software and hardware.

Here are some distinct advantages for using a cloud time and attendance, like ATS TimeWork OnDemand

  • Reduces need for significant internal IT support services because, your company are not managing the software on its Server
  • Eliminates paying upfront for application software licenses in favor of a monthly fee
  • Paying only for what you use. For example, if the number of employees you have in the fall and winter goes down, so will your monthly costs
  • You can access ATS TimeWork OnDemand from any device (Smartphone, tablet or workstation) that has an Internet connection. In addition, you can switch between any device, including Google Android, Windows, Mac, Apple iPad or iPhone and/or Linux Desktop
  • A fixed monthly rate so your company can use their cash on other business initiatives

ATS TimeWork OnDemand is the preferred time and attendance application for a variety of industries and government entities in Canada, the US, Latin and South America and several fortune 500 companies. ATS TimeWork OnDemand delivers broad-based and adaptable cloud computing technology and complete up-to-the-minute view of your business anytime, anywhere, on any device.

Interested in learning more? You can download free demonstration, or attend a bi-monthly webcast by going to our website. And to see what other companies like yours are saying about ATS TimeWork OnDemand, go to our user community.

 

Here is an example of the how the future of work has changed. Cold calling used to be the way to reach new customers. Try that in 2018 and you are likely to get lots of voice mails. In fact, cold calling has been dead for many years and some companies have acknowledged this and made changes in how their reps reach new customers. There are however, a small minority of companies, who refuse to accept this practice is passé and so, they stubbornly ask their sales people to dialing those numbers in the hope that they might reach some customers, who are waiting by their phone to get a call from a sales rep. Change, sometimes has to be disruptive, for it to be accepted and the use of robotics and the pace of automation will continue to increase, despite resistance to it, by those in the minority who hang on to past practices.

Are You Ready For The Future Of Work?

Christy Petty’s article for Gartner 6 Future Work Trends sheds some light on the how the way in which we approach work has and will continue to change

Some of these work trends include:

“Digital dexterity is monitored and measured: The growing recognition of the importance of digital dexterity creates a demand for measurement, which aligns with analytics becoming more pervasive in the enterprise. f Social science-based surveys and observations are increasingly accepted to collect relevant digital dexterity data, which can be combined with machine-generated IT, HR and business data to measure workforce digital dexterity.

Artificial Intelligence (AI) will prevail: The conversion of rich input patterns into data that can be readily processed by conventional software is at the heart of today’s AI hype. AI will have a profound impact on how work is assigned, completed and evaluated. Cain suggests that although AI will provide a number of workplace trends in the coming years, workers are experiencing the impact of robobosses and smart workplaces right now.

Robobosses on the rise: While employees will not report to an AI construct, the implementation of robobosses will lead to more automated management duties and more online worker activities. There is opportunity for greater tracking of worker activities and performance. This data can be run against a series of algorithms that can programmatically offer assistance in improving performance or meeting goals.

The gig economy will thrive: Organizations will increasingly learn and borrow from freelance management and gig economy platforms, which dynamically match short-term work requirements directly with workers who have the relevant knowledge, experience, skills, competencies and availability. This will mean moving away from traditional structures to more fluid arrangements.

Employees get work through employment marketplaces: Freelancer marketplaces make it easier for employers to tap into a set of contractors for short-term work commitments. In parallel, professional social networking platforms and recruiting technology providers have been investing heavily in matching algorithms to pair up talent supply and demand.

Jobs get deconstructed: Traditionally, organizations have invested in mapping out clear career paths for employees. While workers need a purpose-focused direction, a portfolio of experiences builds knowledge and skills and allows for the practice and improvement of competencies. Employees will increasingly find the accumulation of experiences to be more realistic than a carefully plotted-out career path”.

Some things were somewhat predictable like cloud computing as it slowly began to edge onsite Server installed applications. But who could predict Apple’s dominance in mobility computing or Google’s search engine literally taking over the world, leaving competitors in its dust? The future of work and its trends will not affect all organizations equally, so it’s important for senior executives to understand where their organization is right now, where it’s going, and how they plan to embrace change as it happens.

Keep current with ATS: 

3 Key Features To Look For In A Time And Attendance Solution

February 27th, 2018 | Posted by ATS in ATS TimeWork OnDemand | Google | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on 3 Key Features To Look For In A Time And Attendance Solution)

Looking for a time and attendance solution is not an easy undertaking. While the web is a powerful tool that can help you quickly browse through various vendor offerings, you won’t a true picture of what each vendor can actually provide.

3 Key Features To Look For In A Time And Attendance Solution

Here are three features to look for:

  1. Support

This is an important feature, yet, many companies unwittingly ignores it and instead focuses all of their attention on the price. Price is incredibly important. No one wants to pay more that they actually should and it’s within their right to make sure that’s the case. However, focus too much on the price, and at the expense of everything else, and you will likely end up with the cheapest solution that will not meet your requirements, may not even last for 5 years, or worse, with little, to no support.

  1. Industry Expertise

Employment Acts are being amended by several jurisdictions in order to keep pace with the 21 century workforce expectations. The time and attendance you select should be easily scalable to adhere to applicable laws as they change. Make sure you select a provider that can proactively monitor employment laws and regulations to help you keep pace with changes that could affect your business, whether –you want to minimize payroll costs, or are looking to automate data gathering compliance tasks.

  1. Self-Service Offerings

Today’s employees do not want to waste time calling their HR department to request time-off. Your provider’s solution should have capabilities within its application, for employees to review personal information, view overtime and hours worked, and make vacation requests. An employee self-service solution like ATS TimeWork OnDemand is accessible through any Internet browser (Google Chrome, FireFox Opera), smartphones, desktop and tablet apps, that enables employees to perform a variety of HR-related tasks on their own, without needing to file paperwork with — their HR or payroll practitioner.

Some companies start of with a list of things that they are looking for in a provider as a starting point. If you do not have a list of requirements, it’s a good idea to write a simple one that will help you compare your options. The right vendor can help you streamline your current manual business practices so that you can focus more time on other tasks that can propel your organization towards its profitable goals.

To learn more about ATS TimeWork OnDemand, or to read through customer testimonials, go to our website. You can also view brochures, register for one of our bi-monthly webinars or download a demonstration. To reach us by phone, call 866.294.2467.