Best-in-Class Workforce Management Software from Industry Experts
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Whether you want to improve time and attendance tracking, automate scheduling or simplify management, ATS has a single solution to help with it all.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

About ATS

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.

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.

Manufacturing companies have been using analytics on data for various purposes: Budgeting and forecasting, data capture, employee scheduling, product quality, and so on. In the past, companies have generated and stored data in on-premise expensive data centers. And, in the past, the ability to perform analytics have been limited to manual spreadsheets, which are inefficient and costly. ATSTimeWorkOnDemand provides end-to-end solution, that allows manufacturing companies to harness all the data that they generate to improve operational efficiency, streamline business processes, and uncover valuable insights that drive profits and growth.

ATSTimeWorkOnDemand enables the manufacturing industry with smart solutions that includes:

Cloud-Native and Artificial Intelligence: ATSTimeWorkOnDemand delivers the latest innovations, while empowering your workforce and equipping them with the skills and tools to safely keep up with the new complexities and speed of digital manufacturing and machine learning.

Resilient Supply Chain: Enhance the end-to-end supply chain visibility, agility, and profitability through intelligent planning, real-time reporting capabilities, demand sensing, and API data integration.

Employee Scheduling: With ATS employee scheduling, you can connect production and office workers with the secure collaboration and information management tools needed to support remote work. Create optimized schedules in a single click. Employee preferences and skills are automatically matched with the optimized labour forecast, local and federal regulated compliance requirements, with policies to create fully-compliant schedules.

Flexible Data Collector Options: As employees work across different locations and regions, ATS cloud computing data collectors accurately calculate overtime, premium pay, time-off requests and other up-to-the-minute labour information. With robust AI horsepower, complex computations like these that go across locations used to take hours and can now be accomplished in seconds.

Reliability: ATSTimeWorkOnDemand is hosted in a highly-secure, SOC-compliant environment so you workforce management tools are always available no matter where you are, with just the click of your browser. You get 24/7 monitoring and unlimited capacity and support.

Scalability and Elasticity: ATSTimeWorkOnDemand cloud computing architecture enables auto-scaling and optimal performance. And, with ATSTimeWorkOnDemand manufacturing companies can drive new levels of agility, safety, productivity, and innovation using IoT, cloud-based computing.

Job Costing, Labour Distribution and Advanced Insights: ATSTimeWorkOnDemand computes optimal job costing transactions and labour hours based on forecasted demand and customer labour standards to drive efficient plans and operational insights.

Ready for a demo, download it here or go to www.atimesolutions.com

See how ATS Human Capital Management Solution can help you optimize your workforce management to reduce labour costs and increase operational efficiency.

To reach us by phone; call: 866.294.2467

You want to make your HR department more meaningful, with automation but lack the necessary tools. So, how do you replace outdated methods like spreadsheets and paper time cards? You can start by exploring ATS TimeWorkOnDemand cloud-computing HCM software that encompasses, AI and time and attendance dashboards all designed, to help you reduce costs, boosts HR productivity and propel business growth.

Here are 5 ways to rock your HR department with ATS TimeWorkOnDemand:

1.Replace Spreadsheets and Paper-Based Time Cards: ATS TimeWorkOnDemand combines all your HR essentials together into one modern system. Through intuitive dashboards, you can find and edit employee records, review and authorize employee time-off requests, track attendance, store and visualize all your employee information in one system. A standard, user friendly layout means it’s easy to find information at a glance.

2.Real-Time Analytics: Accurate HR data is vital to an organization’s success.  With ATS TimeWorkOnDemand You can use these impressive reports to highlight areas of focus for business growth, or even for demonstrating the year-on-year improvements you’re making for your company.

3.Bring more meaning to HR: ATS TimeWorkOnDemand will help transform HR business practices with a comprehensive set of processes that covers the end-to-end time and attendance, talent management and payroll journey. ATS TimeWorkOnDemand offers a rapid deployment through simple data configuration, is easy-to-use and – delivers quick adoption and quick ROI.

4.Make Life Easier, by Automating Mundane Tasks: Do you really want to perform repetitive manual processes? We think not. You can energize your team and other managers with intuitive dashboards and give them access to their own set of workflows.

5.Build a Great Workforce Experience and Improve Performance: With a single click you can increase team efficiency and productivity through automation, and get visibility of your workforce with ATS TimeWorkOnDemand robust performance metrics system designed around techniques proven to boost employee performance.

ATS TimeWorkOnDemand modern cloud HCM solution helps accelerate innovation, improve the user experience, and lower IT costs —while also getting you ready for tomorrow’s business challenges.

If you are ready to explore all that ATS TimeWorkOnDemand has to offer, you can register for one of our bi-monthly webinars, download a demonstration or contact us at 866.294.2467 to discuss your business requirements.

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.

There is a growing body evidence that shows that the adoption of; cloud computing, machine learning and artificial intelligence is on pace to grow exponentially over the next 10 years and beyond. And, yet there still some resistance to embrace this type of technology. Many of today’s leaders understand the difference between staying put or adapting to achieve business success.

Automation’s Biggest Enemy: Cultural Resistance is the title of an article published by Industry Week that delves into the resistance, which in turn, prevents some companies from adopting artificial intelligence and reaping its benefits. It reads in part;

“While customers perceive that artificial intelligence (AI) will allow brands to deliver what they want when they want it, there remains a widespread lack of understanding among enterprises of the potential benefits for AI to solve real-world business problems. The biggest corporate challenge to implementing an intelligent business strategy is cultural resistance (49%), according to a new research report, “AI2020: The Global State of Intelligent Enterprise” by IQPC’s Intelligent Automation Network.

What’s Behind The Resistance To Artificial Intelligence?

Some of today’s forward-thinking companies understand the power of cloud computing and its impact on cost containment and have embraced business applications— like time and attendance, that has embedded artificial intelligence. For example, ATS TimeWork OnDemand was expressly designed with this mind— this robust application will propel your business operations and help your company keep pace with advance in technology.

The Industry Week article goes on to say; “AI will automate some jobs, particularly the dirty, dangerous, or dull work that people don’t want to do – everything from sewer reconnaissance to repetitive factory work. The skills needed for future employment include critical thinking and problem solving, good communication and teamwork, leadership, initiative, creativity and the willingness to leverage the current technology”.

In other words, artificial intelligence is not here to replace your job— it will help you do your job better.

To learn more, ATS TimeWorkOnDemand embedded artificial intelligence, go to our website.

 

When Hiring Employees Avoid These Blunders

August 1st, 2017 | Posted by ATS in Artificial Intelligence | HR | Recruitment - (Comments Off on When Hiring Employees Avoid These Blunders)

Hiring employees takes a certain type of skill that not many people possess. Some individuals can spot talent immediately, while others rely on recruitment software to help them choose the right candidate.  But does this mean that the hiring process can be subjective? In many ways, yes it is.  When you consider the many variables that must be taken into account when selecting candidates (personal biases being one of the biggest) it’s unlikely that the person doing the hiring will not be affected by his/her personal views, and experience during the interview process.

In her article for ERE MEDIA Top 10 Hiring and Recruiting Blunders by Employers Robin Shea, cautions, that “employers’ recruiting and hiring processes are fraught with legal risks” especially, if you are not aware of the potential landmines that you could step on, while going through the process.

We rearranged the order of those blunders and made a list 5:

Failure to hire the best person for the job: It’s easier to say “thanks, but no thanks” to a bad candidate than to say “you’re fired” to a bad employee. Failures to hire are also generally easier to defend than decisions to fire. So try to put all that nepotism, favoritism, prejudice, and concern about “connections” aside, and choose the individual who seems to have the best education, experience, and ability to perform the job. You can even consider whether the candidate “plays well with others” if you want.

Recruiting or hiring employees using “coherent people profiles” assembled by aggregators like Spokeo:   Spokeo was fined $800,000 in 2012 by the Federal Trade Commission because it gathered all kinds of data about individuals — including race, ethnic background, religion, economic status, and age ranges — and sold the information to employers who used it in making recruiting and hiring decisions.

When Hiring Employees Avoid These Blunders

Use of pre-employment tests that don’t comply with the law: Of course, in the overwhelming majority of jobs, it is flat-out illegal to require a physical or psychological examination before a conditional offer of employment has been made. Other testing — for example, “personality” tests designed to measure honesty and work ethic, “intelligence” tests, or “skills” tests — may be all right, but be careful even with these.

Committing an EEO faux pas in the job interview: Have you ever done this or seen it being done? Asking female candidates (but not male) about their childbearing plans and day care arrangements. Asking minority candidates (but not “majority”) whether they have reliable transportation. Bragging about your “young, high-energy” workforce, which is generally recognized as “code” for age discrimination. Asking candidates about their physical health or fitness, or where they go to church. (Not even where they “worship”!) Telling sexual, racial, ethnic, or religious jokes in the interview.

Failure to involve Human Resources in the recruiting and hiring process: “Oh, but HR is such an obstacle!” Yes, and you should be grateful. Think of HR as your Jiminy Cricket: HR is trying to save you from potentially devastating class action lawsuits and expensive settlements of adverse impact/failure-to-hire claims.

It is hard to believe that some companies today, go through these blunders. It is equally naïve to believe they don’t. And as the process of hiring becomes more efficient, data-driven, and automated by AI and technology, companies need to be more vigilant in ensuring that they are keeping up with the workforce compliance in the jurisdiction in which they operate.

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