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Hybrid, remote work and employee well-being, are amoung the three things, that took centre stage during the height of the pandemic. However, they are not new phenoniums and had been bubbling beneath the surface while we were all rushing around before COVID-19. And, while we inch our way back to business as we know it, redefining norms requires us to answer questions that often cannot be resolved on our own. In short, we will not be going back to the way things were. We are living in the new normal.

Here are 5 things that gained traction since the pandemic:

Mental Health and Social Well-Being:
A recent survey  revealed that younger workers placed a heavy emphasis on mental health and well-being and will not work for a company who does not take it seriously.  That’s a stark difference from the previous generation. The pandemic and ensuing lockdowns added pressure on employees, and tested their wellbeing and private lives. The trend towards more purpose-driven jobs and companies was well underway before Covid, with millennials in particular known for prioritising purpose over pay cheques.

The Rise in Remote Work
COVID-19 forced employees and businesses to shift to working remotely using multiple platforms, such as Zoom, Skype, Microsoft Teams, WebEx, Google Hangouts and Skype.  The transition to working from home can reduce infrastructure costs by leasing smaller workspaces, and coordinating a workforce across multiple time zones to maximize daily workflow. Moreover, the benefits of work-from-home can be attractive for some employees and may, include increased schedule flexibility and reduced strains with family. And, while this is a preferred option for some employees-others in healthcare, warehousing and logistics, retail and some other industries don’t have the luxury of working from home.

Labour Shortage:
Companies have been grappling with labour shortages for most of 2021. And while, some have argued, that the pandemic relief doled-out by governments were the real reason for labour shortages, the persistent labour shortage, tells a different story. After being laid-off or furloughed, many employees have decided they do not want to go back to the way things were. In fact, employees are seeking more flexibility, more happiness and rethinking what work means to them and how they are valued. Employers on the other-hand are trying to adapt by offering hiring (cash being one of them) incentives. But will this be enough and a little too late? Only time will tell.

Our Workplaces will Look Different:
With less people coming into the office regularly, companies will likely re-evaluate their real estate needs.  Hiring perks like; beer Fridays, office gyms, dry cleaning pickups, ping pong tables and free snacks have likely lost some of their luster, since many people have been spending more time in their home offices and have fully embraced the concept. Also, when workers are not in the office to actually enjoy them, companies will be forced to re-evaluate these incentives and work culture.

Pandemic-Inspired Union Efforts
Labour turmoil has followed the course of the pandemic. Some grocery, warehousing, meat packers, gig and other low-paid workers deemed “essential” during the pandemic lacked access to employer benefits, like paid sick leave or compensation for working under hazardous conditions. And, this some say, has amplified the public support for unions even more. The pandemic has put a spotlight on workers’ rights issues and accelerated an organizing movement that’s been slowly building in recent years — and with the pandemic, it just reached a breaking point.

Bottomline:
So, what does this all mean going forward? No one really knows. In reality, it will likely mean more of the same: We to continue to mask up, get vaccinated, and stay isolated if sick and be adaptable.  And, it will likely not be the normal we want, but it may be a normal we can contend with. We may go to the office a few days a week and/or we will work from home. Finally, we will stay home when we are sick.

The phrase “The Great Resignation was coined by Texas A&M University Professor Anthony C. Klotz coined back in 2020. Now this term is widely used to describe the challenges many businesses, both small and large face with the max exodus of employees. Some experts have anecdotally, opined employees chose to stay home and collect stimulus covid-19 panademic cheques. However, recent surveys, suggest the real reasons, is because many people have decided to make a major shift in their life and focus on what matters most to them during the pandemic. Some of these reasons for quitting their jobs include: family, children education, and work-life balance. In other words, most people decided to leave their old jobs and look for new jobs that align with their new identity and life goals.

In a recent blog Sophia Lee at Blue Board  lays out some of the reasons why so many employees have decided to quit their jobs.

1. Employee burnout rates are through the roof.

Employee burnout is a long-term reaction to stress that usually comes with mental, emotional, and physical side effects. While 42% of employees were already experiencing burnout before the pandemic, that number skyrocketed to 72% a few months into lockdown—largely due to increased anxiety, heavier workloads, and people taking less time off. 

But many employers still aren’t addressing employee burnout in their retention strategies. One in five workers believes their employer doesn’t care about their work-life balance. And they’ve had enough. They’re quitting in droves, looking for companies that care about their wellbeing. Others are staying put—but at a cost to organizations. The lost productivity of an actively disengaged employee is equal to 18% of their annual salary. This means a company of 10,000 employees with an average salary of $50,000 each will lose $60.3 million a year due to employee burnout.

2. Companies aren’t providing the flexibility employees need.

When COVID-19 sent so many people home, employees realized how powerful (and possible) it is to be able to decide where, how, and when they work. Which is why nine in ten employees continue to demand flexibility from their jobs.

Too many organizations have dismissed this shift, and expect people to quietly return to the office. But this will likely result in significant turnover, as 54% of employees are considering leaving their job in this new normal if they’re not afforded some form of flexibility in where and when they work. 

3. Manager training continues to fall short. 

Managers have the most influence on an employee’s job satisfaction, wellbeing, and likelihood to stay at a company. In fact, 57% of employees have left at least one company because of their boss. But being a manager isn’t intuitive. It requires an entirely different set of skills than being an individual contributor, which is why training programs are essential.

In these uncertain times, managers are playing an especially critical role in supporting their employees. Or, at least, they should be. But due to a lack of effective training, many managers aren’t giving employees what they need, causing them to burn out and look for new jobs. 

Managers themselves are frustrated by the lack of support from their employers. They’ve been asked to take on significantly more responsibility without being given additional tools, resources, or guidance. The employee retention numbers reflect the frustration: as of December 2020, the resignation rate for managers was nearly 12% higher than the previous year.

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.


Human Capital Management (HCM) Explained In 7 Steps

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

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

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

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

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

About ATS

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.

The particular stressors brought on by COVID-19 can exacerbate the chronic stress many employees are already experiencing. And, most company executives recognize that addressing workplace stress, the direct and indirect cause of many health problems- must be part of any strategy to improve employee health and reduce health care cost.

Study after study has revealed that employees sometimes take on the character traits of their leaders, be they positive or negative.  In an article by Suzanne Lucas titled, How Wellness Enhances Your Emotional Intelligence: When you’re in a good place, you’re a better manager.

Here are some excerpts from this article which offers 3 tips for managers:

  1. “You’re a better leader when you’re not tired

More than a third of American employees aren’t getting enough sleep. Tiredness can cause a whole host of problems, including long-term physical health problems. But it also makes us less capable of thinking about what others need.

Some of the symptoms of tiredness are

  • Slowed reflexes and responses
  • Impaired decision-making and judgment
  • Moodiness, such as irritability
  • Reduced ability to pay attention to the situation at hand
  • Low motivation

You can see how tiredness makes it difficult to control your emotions, navigate relationships with others, and be a good example to your employees. Cabanero says make sleep a priority if you want to be a good leader.

2. If you’re unhappy with yourself, you’re unhappy with others

Wellness includes focusing on what you need–often called self-care. This is not selfishness, but rather recognizing that you have needs. That may be through exercise, meditation, or eating a healthy diet. Giving yourself what you need to feel centered helps you be happy with yourself.

People who are happy and content with themselves will be more open to the needs of their employees, according to Cabanero. This makes perfect sense. If you’re frustrated with your own life, can you take the time to think about others’ needs?

People make mistakes all the time. Responding to them with patience and understanding is a sign of emotional intelligence. Taking mistakes personally is a huge problem and undermines your leadership. 

3.Wellness programs only work when leaders set the example

As a health coach, Cabanero wants to see everyone healthy and on the right path, but companies have only limited influence on their employees. Having a leader demonstrate the need to take care of oneself can make a huge difference. HR expert Brenda Neckvatal, author of Best Practices in Human Resources: How to Claw Your Way From Want-to-Be to VP, agrees. “You can’t have a proper wellness program if the leadership doesn’t participate,” she says.

Having leadership actually demonstrate wellness in their own lives also demonstrates emotional intelligence. You can’t lead people if you’re unwilling to walk on the same path. That means focusing on your own health as well as theirs. If your goal in investing in a business wellness program is only to lower health insurance costs, your employees will see through it. If, on the other hand, you engage yourself, your employees will see the results as you become a better manager. That’s a winning wellness plan”.

Bottomline: Taking care of ourselves and each other—including our loved ones, friends, and coworkers—should be the first order of business right now. As leaders look to both near-term and long-term solutions to support their workforce during the COVID-19 outbreak, well-being should remain a focal point. leaders who are proactive, considerate, and flexible will be better positioned to weather this storm and to emerge post-pandemic with a resilient workforce.

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.

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.

To learn more, call 866.294.2467 or go to our website to download a demonstration or register for one of our webinars.

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.

You might like:

Are Companies Going to Embrace A Hybrid Workforce Post COVID-19?

5 Tips To Stay Fit And Retain Your Sanity While Working From Home

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.

Working from home full-time for some during these trying times of COVID-19 has throw a wrench into the concept of work-life balance. And, while some of us are slowly returning to the office, others have continued to work from home.

Wheter you have an arrangement with your manager to telecommute a couple days a week or if you are working from home full-time, here are 3 tips for taking care of your eyes from an article written by Sarah D. Young

  1. Adjust your environment: Sit about two feet away from your computer screen to reduce eyestrain. Position the screen so that your eyes are looking slightly downward, not straight ahead or up. Adjust the screen brightness and contrast until it feels comfortable, and consider using a larger font if you’re working hard to see letters. 
  2. Take regular eye breaks: Seldomridge advises following the “20-20-20” rule, by looking 20 feet away from the screen every 20 minutes for 20 seconds. Alternatively, you can close your eyes for 20 seconds every 20 minutes. 
  3. Use artificial tears: Because staring at screens reduces blinking and increases dryness, the use of eye drops (“artificial tears”) can help keep your eyes moist and alleviate dry eye discomfort. Seldomridge said a humidifier can also help add moisture to the air and help prevent eye dryness. 

Bottomline: These tips can help reduce eye strain when we are forced to look at screens all day. Some experts suggest that we create technology-free zones in certain areas of ours homes, like the bedroom or bathroom. Just imagine spending the entire day working on the computer, getting in bed and scrolling through social media?  We should instead, truly unplug by reading a book or spend some quality time with family members without our phones.

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 learn more, call: 866.294.2467 and to download a demo go to our website.

Today’s HR leaders have a lot on their plate. In the midst of the coronavirus pandemic, they are constantly re-examining— recruiting, software scalability, emerging skills, the impact of analytics, the employee experience and much more as business disruptions, reset key work trends.

Companies are also undertaking digital business transformations that are changing their operations and internal capabilities. Automation and cost reduction opportunities-without compromising business value, is no easy feat— yet, most HR leaders are tasked with doing just that.  So, how should companies pursue cost optimization without compromising quality, while maintaining service excellence? The answer; ATSTimeWorkOnDemand built in the cloud.

Benefits of ATSTimeWorkOnDemand includes:

Accrual Benefits Administration
From managing remote workers, to complying with regulatory changes, ATSTimeWorkOnDemand HCM accrual benefits strategy adapts to changing times. When coupled with employee self-service module, it allows your organization to make use of time—off plans that match your policies, including eligibility, accrual frequency and carryover. Automatic accruals and reporting allow for proactive planning and approvals with user-friendly self-service workflows.

Automate Performance Management and Shift Differentials
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. ATSTimeWorkOnDemand automates the entire process so you don’t have to rely on spreadsheets or timecards. ATSTimeWorkOnDemand empowers managers and HR professionals to automate employee information including: shift differentials, workforce planning, performance bonus, overtime equalization, and data integration, all from a single suite.

Optimize Workforce and Reduce Payroll Errors
Eliminate the hassle of tracking hours by hand or guessing when employees arrive at work. See a rapid return on investment by reducing payroll processing errors and overtime costs- while simplifying the way you manage everyday requests, tasks and updates with ATS automated workflows, reminders and notifications features.

Analytics and the Employee Experience
ATSTimeWorkOnDemand redefines how your people consume and interact with their HR department. Whether your employees need to request time off, change personal information, request a shift change all of this information will be at their fingertips.

Unparallel Support
You’ve invested in ATS HCM software to make your business more efficient, cost-effective and competitive. ATS support helps you get the most out of that investment, by providing the assistance you need, when you need it. ATS Support provides technical assistance and support resources to help you maintain your ATSTimeWorkOnDemand solution.

While COVID-19 has now made working from home the new reality for some employees- it is also posing new compliance challenges for HR leaders. Whether your business operates in one region, province or across Canada, accurately capturing employee data as a complete snapshot of hours worked is essential to gaining deeper insights to current and future business imperatives— and help shape the organization strategy and create competitive advantage.

To download a demo, go to our website. And to reach an account executive by phone, call: 866.294.2467.

According to the World Health Organization (WHO) Burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. In essence, managers should look for the signs of workplace stress and adjust their expectations of employees accordingly. And while, it may feel like a herculean task for some managers, considering we’re all living in a COVID world, there are steps managers can take to prevent or at the very least curtail, this occupational phenomenon.

Adam Weber insightful article titled, ‘The Real Reasons Why We’re Not Curing Burnout’ offers some compelling reasons why employees may experience burnout. These reasons include:

1. Working beyond capacity- Employees must feel capable of putting needed time and physical, intellectual, and emotional energy into their work. Burnout can happen when work expectations exceed an employees’ capacity. It’s worth noting that individuals experiencing capacity-related burnout may not necessarily be putting in longer hours. Burnout can also happen when the job demands more emotional energy than an employee has to give. For example, someone dealing with a demeaning or overly demanding client, co-worker, or manager for an extended period of time is at risk of burning out, even if they’re clocking out at 5 p.m. on the dot every day.   

2. Lack of company support-Employees must feel their company is providing them with the necessary emotional and psychological resources for them to invest in their individual roles. Without that, people will feel like they don’t have what they need to succeed. And when you’re playing a losing game, it doesn’t take long for demoralization to descend into burnout.

3. Not enough rest-Workers must feel comfortable taking time off — but not just paid time off. People also need opportunities on a daily and weekly basis to rest and recharge, whether that means actually taking a lunch break or not checking email on the weekend. We don’t have an endless supply of energy and focus. The more we use, the more depleted those tanks become. Burnout happens when you fail to replenish those tanks for weeks, months, or even years.

4. Lack of role clarity-Employees must have a clear understanding of what their roles entail — and what they don’t. When someone doesn’t have that clarity, they also don’t have clear expectations, which means they probably don’t understand how their daily tasks actually impact the business. It’s easy to see why that would be demotivating and lead to burnout. 

5. Low psychological safety-Workers must feel comfortable approaching their manager for help without fear of negative consequences. In organizations with low psychological safety, burnout is often left to fester because people are afraid to tell someone how they’re feeling. That’s why, too often, the first time a manager hears that an employee is burned out is in the exit interview. So many companies lose high performers to burnout because they’d rather quit than risk looking weak.

Bottomline: Some employees may not even understand the effect that burnout can have on their work performance and effectiveness. A proactive manager who recognizes the early signs, can help employees fend off burnout by encouraging wellness and will, in all likelihood— reap the benefits of a happy and productive workforce.

To learn more about ATS go to our website to download a demo of ATSTimeWorkOnDemand. And, to reach an account executive by phone call, 866.294.2467.

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 the COVID-19 pandemic creeps into spring, summer and likely the rest of this year, some employees are rescheduling, rethinking or outright canceling vacation plans. However, this does not mean you should not request the occasional personal time-off (PTO) from your HR, (even if it’s just one day) to indulge in self-care. We all deserve a little self-care after this past year of working from home, not being able to visit family and loved-ones and for many others, in-home schooling of our kids.

Here are excerpts from an article by Beatrice Bowers titled How to practise self-care during the COVID-19 crisis:

  1. It’s okay to dial back on watching the news
    As important as keeping updated is, the news can be seriously overwhelming. The repetitive cycles of doom and gloom alerts across the world about the coronavirus can cause anxiety and disillusionment, so if you find yourself struggling to keep your mind centred, switching off once in a while has its benefits. Turn that phone off, give yourself a digital detox for an hour, or tune into something that has no relevance to reality for a bit.

2. Surround yourself with green
It’s never been better to nurture your green thumb. Working from home or being put on stay-home quarantine can get claustrophobic, and one does miss nature, even though it is right outside the door or window. Have tangible green within reach. Nurture it. Foster it. Find purpose in plants if that’s your thing. Having indoor plants is scientifically proven to be a mood booster, and we’re at a time where we are taking all we can get.

3. Find a hobby to centre yourself at home
Hobbies are important no matter the global climate, but distraction has now become imperative. Pick up a hobby that you can practise at home to alleviate stress or boredom — yoga, meditation, playing music, cooking, jigsaw puzzles, the list is endless. Make sure the hobby bears fruitful rewards, like a tangible end product you can feel satisfied with. This nurtures your happiness and wellbeing. No, binge-watching Netflix shows do not count.

Bottomline: The COVID-19 pandemic has changed the way we live, work and has made us adapt to new norms in our social lives.  This new reality poses a unique set of challenges for all of us and so, practicing self-care is essential when it comes to taking care of our emotional health and well-being.

To learn more about ATS go to our website to download a demo of ATSTimeWorkOnDemand. And, to reach an account executive by phone call, 866.294.2467.

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.

Adapting to today’s unique environment is challenge for businesses in all industries. COVID-19 have unveiled the importance of taking care of employees’ well-being and also showing working parents that they will be supported, in integrating work and home life during the tough times —of this coronavirus pandemic.

ATSTimeWorkOnDemand HCM is a powerful and robust application that will help healthcare providers become more agile and innovate faster. ATSTimeWorkOnDemand HCM encompasses range of software options and services, with process insights all designed to help you manage any business challenges you are facing.  

Healthcare providers need to respond quickly to changes in patient needs, government and industry regulations. However, when you consider the amount of wasted time, that is spent on trying to manage disparate system across various departments— this only contributes to the ongoing challenges in the healthcare sector.

The benefits of having an integrated solution like ATSTimeWorkOnDemand HCM to manage health providers back-office needs include:

Budgeting and Forecasting Tools
ATSTimeWorkOnDemand HCM for healthcare providers, delivers innovative budgeting and forecasting tool that’s completely integrated with HR dashboards and payroll to drive strategy, planning and execution. ATSTimeWorkOnDemand HCM enables front- to back-end integration of operational and user experience data— to optimize workflows along the patient journey

HR, Finance & Payroll
Simplify HR and payroll processes and engage your workforce to drive better business results, empower your workforce, and developing your talent. Bring together financial processes with automated, real-time analytics, and translate them into forward-looking business insight across the entire organization.

Streamline Real-Time Reporting, Compliance and Analytics
Take advantage of in-depth data analysis, predictions, and processing of complex events, and combine data from a variety of sources into one, integrated platform. ATSTimeWorkOnDemand HCM for Healthcare providers simplifies and facilitates compliance by supporting internal controls and providing accurate, real-time reporting with a complete set of audit trails. Healthcare providers can take advantage of in-depth data analysis, predictions, and processing of complex events, and combine data —from a variety of sources into one, integrated platform.

Improve Transparency and Visibility across Business Entities
ATSTimeWorkOnDemand HCM for healthcare providers includes, role-based dashboards that provides real-time access to key business data, enabling timely decisions across your entire organization. And, with the modern all-in-one ATSTimeWorkOnDemand HCM you will have access to— an embedded AI and machine learning technology-spanning across all business entities.

Adapt to Change and Improve Patient Engagement:  With ATSTimeWorkOnDemand for healthcare providers, you can configure HR and payroll processes, workflows, and reporting requirements that’s unique to healthcare —then easily make future adjustments as required. ATSTimeWorkOnDemand HCM for healthcare providers helps you gain a real-time, 360-degree view of your business and deliver better patient care.

To learn how healthcare companies are adopting ATSTimeWorkOnDemand HCM, give us a call at 866.294.2467 or download one a demo.