Time and Attendance Blog, Workforce Management Software

The Benefits Of The Cloud Is Undeniable So, Don’t Get Left Behind

The acceptance of the cloud has been growing steadily and that’s in large part to its many benefits, including; flexibility, low financial outlay and scalability. Some companies dip their toe in the water by simply moving core elements of their time and attendance into the cloud, while others are choosing the middle ground of a hybrid cloud environment, which keeps core time and attendance functions on-premise while also utilizing a variety of multi-tenant public cloud systems to manage certain parts of their business.

Some C-suite executives including finance and HR, at times, need convincing when it comes to the cloud, and if their past experiences with a cloud solution, have been less than stellar — asking them to give a cloud-base solution another chance might be an uphill battle.

In a published article for CFO.com titled The Cloud: A Better Expense Model Roy Golding, does a masterful job in espousing the virtues of the cloud and its inherent benefits.

“Cloud asks businesses and their finance leaders to reevaluate some long-held approaches to IT and how it is accounted for. Traditionally, any time an organization wanted to make a significant technology change, the CFO needed to ensure the long-term business model supported the investment. Making heavy capex investments up front — think expensive data-center hardware — always brought with it the risk that the hardware wouldn’t be fully utilized down the road.

The Benefits Of The Cloud Is Undeniable So, Don’t Get Left Behind

In contrast, cloud offers the flexibility to move technology resources and to not be tied into one big investment at the beginning of a new project or business. Software-as-a-service (SaaS), for example, removes the need for businesses to install and run software and applications on their own hardware within their own physical infrastructure, which also removes the associated expenses. In this operating expense model, instead of taking a large cash hit on the P&L statement right away, the company can pay for the service over time as it gradually grows the investment.

In the past, if IT teams needed additional hardware, software, or connectivity resources at certain times of the year — for seasonal reasons, perhaps — the investment to cover that requirement may have resulted in over-provisioning after the busy period ended. And a double hit resulted — the company subsequently owned depreciating technology assets that weren’t being used most of the time. This approach has never been popular with CFOs, but before the arrival of the cloud there was little alternative.”

If your organization is still on the fence about the cloud, you can always start small and grow with it. For example, with ATS TimeWork OnDemand Software-As-A-Service (SaaS) you can easily increase or decrease capacity to cost-effectively handle peak demand. And, because the configuration with ATS TimeWork OnDemand configuration is less complex, you don’t high-value implementation team members thus– helping keep deployment costs down.

The power of the cloud is undeniable so, don’t leave your organization behind. Still not convinced? Find out how ATS TimeWork OnDemand Enterprise Cloud Solutions can deliver the speed and resources necessary to quickly validate and realize solid ROI.

To learn more go to our website. You can register and join the ATS Workforce Analytics team for this week’s webinar, How Businesses Can Use Analytics To Achieve Profitability. And, to speak to an account executive, call: 866.294.2467.

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ATS TimeWork OnDemand, Cloud Computing, HR, Software-as-a-Service (SaaS), Time and Attendance

Can Predictive Scheduling And A Workforce That’s Based On Demand Coexist?

So what exactly is predictive scheduling? Here is a brief synopsis from a blog written by Diane Saunders, titled; Predictive Scheduling: A Primer for Retail and Hospitality Employers. “Predictive Scheduling requires that employers pay employees for cancelled on call shifts, provide notice to employees of their biweekly schedules, give new workers good faith written estimates of their expected hours and schedules, and uphold the requirement that employers offer extra hours to current part-time employees before hiring new employees or using staffing agency employees.”

So why has this become such a headache for some organizations in healthcare, retail and the food service industry? Some labour groups have bemoaned the fact that since the recession of 2008 there has been a steady increase in the number of low-wage and part jobs in those sectors. Labour advocates have also lamented that unpredictable, back-to-back shifts and last minute changes to employee schedules have made it difficult for these employees and their families to cope. In other words, when employee schedules are constantly changing and/or if they are being called in at the last minute, for a shift that makes it difficult for these workers, especially the ones who are parents, to take their kids to school, or to a doctor’s appointment.

Can Predictive Scheduling And A Workforce That’s Based On Demand Co exist?

Recently some states have begun to enact laws designed to protect workers rights, regarding scheduling. A recent article by Kate Torone, for HR Dive titled Oregon becomes first state to require predictive scheduling reads, in part;

Oregon’s governor signed a predictive scheduling bill into law on Aug. 8 that applies to employers in the retail, hospitality and food service industries that have at least 500 employees.
The law, which took effect immediately, requires that employers provide workers with a “good-faith” estimate of their work schedule when they’re hired and, after that, written schedules seven days in advance. Beginning July 1, 2020, that increases to 14 days. Employers also must pay workers a fee when their schedules change on short notice.
While some cities have adopted predictive scheduling laws, too, Oregon appears to be the first state to do so.

But what if your business is in a province or state where this does not impact you? Because it is not your region today, does not necessarily mean it won’t be enacted by government officials a year or two from now. The minimum wage hike debate for example, appeared to be going nowhere at first, until, government officials starting feeling pressure from their local constituents, and was forced to do something about it for fear of either alienating their base or accused of being on the wrong side of history. The tide began to shift in the workers favour and then slowly, at first, some states and provinces began enacting laws to hike the minimum wage. At the very least, you should be proactive and take the time to review a workforce management solution that has predictive scheduling capabilities, and is also able to calculate and manage employee hours so, you don’t have to.

With ATS Time and Attendance Workforce Scheduling Application you can:

Get historical and real-time data are leveraged to generate schedules.
Avoid schedule conflicts with up-to-date staff availability information and immediately see and correct any conflicts due to overlapping shifts and overtime.
Schedule employees based on business demand, and avoid shift overlaps and conflicts.
Incorporate collective bargaining agreements, user qualifications, seniority, skill level and shift preference.
Manage employee-related attendance excuses and send instant alerts to team members

To learn about ATS Time and Attendance Workforce Scheduling, go to our website, and to reach an account executive call: 866.294.2467. You can also download a demonstration or register to attend one our bi-monthly webinars as well.

Collective Bargaining Agreements, Food Service, Healthcare, HR Dive, Predictive Scheduling, Retail, Time and Attendance

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

So, you’ve finally decided that it’s time get rid of the outdated time and attendance system you have been using for the last 15 plus years. Whether that system is a combination of spreadsheets and paper time cards, the people that are commonly involved in managing it tends to be payroll, HR and, some in cases, the finance. More often than not, some companies see this as a IT project and so, the very people who are involved in the everyday process of adding up time cards (if your process is manual) are left out entirely or get introduced to system after IT has seen a demonstration or your company has selected its vendor of choice. Make no mistake IT is critically important to the deployment of a time and attendance solution-but to leave out the very people (stakeholders) who will be managing the system on a day to day basis is a recipe for disaster. In short, all stakeholders should be involved when deploying a solution that is designed to automate and enhanced business process.

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

Scott Span penned an article for TLNT titled 7 Steps to Successful Technology Adoption. It’s a good guide for any company who is going to deploy a cloud or onpremise time and attendance, talent management, CRM, ERP or HR application. Here is a condensed version of the article which reads, in part:

Align technology and strategy

The purpose of introducing new technology to a business is to improve performance. Start with the goals you want to achieve, and then plan backwards, finding a technology that best supports improved performance. People are more likely to adopt new technology if they can see how it helps them to achieve their goals and objectives.

Communicate for buy-in and engagement

Achieving user adoption for new technology requires communicating with stakeholders early and often. Before you can communicate with stakeholders you need to have all your stakeholder groups identified. The way each currently performs their work, processes, should be documented. The impacts the new technology will have on them needs to be identified and communicated. Ways in which your organization will mitigate any negative impacts for stakeholders also needs to be communicated.

Perform a current systems analysis

Technology upgrades or introducing new technologies carries a huge compatibility risk – what if the new systems turn out not to be compatible with those you already have or integration requires more build time than was anticipated.

Develop training approach early

One of the biggest risks to user adoption is lack of sufficient and customized training. Many vendors offer training options as part of your technology purchase, however, most of this training is standardized off the shelf and not specific to your business processes or culture. Training should not just be screenshots and PowerPoint. People need to see and play in the system, prior to go-live, in the context of their specific work processes.

Integrate technology deployment with change management

Many organizations are so focused on deployment and conversion, schedules and criteria, that they fail to deploy and integrate a change management process for helping stakeholders adapt and adopt to technology. This is often one of the biggest reasons for rocky deployments, low adoption, and project failure. Technology only achieves desired goals if the people adopt it, if they don’t, technology is just wasted money.

Create an effective governance structure

Many technology deployments fail to establish an effective governance structure to lead and manage the deployment. Often project management and technology resources are assigned to govern the implementation, but the voice of impacted stakeholders and even customers, is not represented. Effective governance can’t exist in a silo or a vacuum.

Monitor and course correct

Introducing new technology is likely to cause a major disruption to workflow. Monitor your deployment and consider whether the implementation schedule may need to be revised into smaller more manageable stages. Provide stakeholders opportunities to offer feedback. New technology impacts everyone, so listening to stakeholder opinions and concerns and adjusting your deployment as needed, is important for achieving adoption.”

Deploying a time and attendance should not be a difficult undertaking. Once you have checked all the boxes of the above mentioned steps, the next important step is to assign a project manager. While that person does not (although this would be nice) need deep implementation expertise, they need to have the authority and capability to bring all parties together at any given time to ensure the success of your deployment.

Finding a time and attendance solution that meets your business goals and can be deployed on time and on budget can be overwhelming and frustrating exercise. But it doesn’t have to be. And, that’s why ATS created a helpful guide, based on the real-life experience of our customers who, like you, converted from manual and out-dated business practices and spreadsheets to a best-class time and attendance solution.

How do we do it? First, we cut through the hype select the solution that meets your business goals fits your needs of your operation. It all begins with scoping interviews, where we get an in-depth view of what you need from the ATS Time and Attendance Solution. Once this is complete, we can start to plan for implementation, testing, training, and support. From there, we initiate the ATS Time and Attendance as an integrated solution

To download an ATS Time and Attendance Implementation Guide, go to our website. You can also review a demonstration of ATS TimeWork OnDemand or attend a bi-weekly webinar, while browsing through our site. And, to reach one of our solution consultants by phone, call 866.294.2467.

Customer Relationship Management (CRM), Enterprise Resource Planning (ERP), Human Resources Information System (HRIS), Payroll, Technology, Time and Attendance, Workflows

How To Prepare Your Company For The Minimum Wage Hike

Whether you run a small, midsize or large organization, chances are, you will be impacted by the proposed minimum wage hike in Ontario and several other jurisdictions across Canada. And, similarly, US businesses are grappling with the same challenges.

How To Prepare Your Company For The Minimum Wage Hike

As an organization, you have several options at your disposal, and as such, get to decide how to handle a wage hike. For the purpose of this blog, we will discuss two options:

Decrease your workforce: As a company, you might decide that in order to remain viable the simplest solution is to decrease your number of employees. Another possibility is to simply hire employees on a part-time basis, in the hopes that this will help you decrease payroll costs.
Raise prices: When payroll and other operational expenses go up, businesses can choose to pass them onto their customers. And, depending on the market and product offered, this can sometimes be a tough pill for customers to swallow, and some of them may end up speaking with their dollars by going elsewhere.

What if instead of loosing sleep (and with good reason) over the wage hike, your company automates manual business processes, thus, enabling employees to work smarter and more efficiently, while keeping your profits intact?

ATS Workforce Management HCM Solution can streamline payroll costs and improve workforce productivity. Some of these solutions include:

ATS Workforce Scheduling for retail, hospitality and healthcare is a robust and powerful solution designed specifically for organizations with hourly paid employees across multiple jurisdictions. ATS Workforce Scheduling uses data from your core business to create real-time analytic reporting and on demand-based schedules avoiding any over or under-staffing.

With ATS Scheduling you can:

Accurately report key performance indicators (KPIs) such as labour costs, employee attendance and absences, and workforce compliance.
Align employee schedules to financial budgets, payroll and labour to-sales ratios and the allocation of hours for a single entity or across the organization.
Improve employee productivity through optimized resourcing, employee and supervisor self-service. Managers can create schedules and send it to employees through interactive dashboards and workflows.

ATS Time and Attendance simplifies the tedious tasks involved with monitoring employee time and attendance, labour tracking, and data collection. That means, if you are using paper timesheets, outdated tracking and spreadsheets, you will likely not save much money unless your time tracking is fully automated. ATS Time and Attendance System — works in tandem with our best-in-class time clock/data collection devices — to help your organization control labour costs, minimize compliance risk, and improve workforce productivity.

Manage overtime costs ATS Time and Attendance helps you account for hours accurately, and minimize overtime to protect your bottom-line. You will have immediate access to employee attendance and get reports, in real-time on overtime trends, tools to manage overtime requests and approvals, and time card review. In other words, this means less administrative burden and fewer errors.

Bottom-line:

The wage hike is coming and will be felt by organizations and employees alike. If you are looking to improve your employee efficiency, streamline payroll costs, and make better business decisions, ATS Time and Attendance could be the right tool for your organization.

To download a demonstration or learn more, go to our website. And to attend bi-weekly webinar or speak to time and attendance consultant, call 866.294.2467.

Analytics, Employee Scheduling, Healthcare, Human Capital Management (HCM), Key Performance Indicators (KPIs), Overtime, Retail, Time and Attendance, Workforce Management Solution

Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity

Proposed hikes to the minimum wage in several jurisdictions, tight margins and increased global competition across all business sectors are just a few reasons why, many of today’s companies are trying to find ways to streamline payroll costs. And, many of these companies — have also discovered that by adopting employee self-service applications they can reduce human resources paperwork— thus, allowing them to focus on more strategic objectives.

Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity

ATS TimeWork OnDemand Employee Self-Service automates administrative human resource management processes. The application, when combined with ATS Benefit Accruals, provides your HR team with easy access to the information they need — all in a single employee record — to reduce errors and consistently enforce policies. Improve HR productivity, engage employees, control costs, and reduce compliance risk with automation that reduces tedious tasks and lets employees focus on what they do best.

ATS TimeWork OnDemand Employee Self-Service will help your company:

Boost Productivity
ATS Employee Self-service, integrated into the ATS TimeWork OnDemand solution, and provides seamless mobile access to both benefits and pay information. It’s a wonderful way to connect employees to managers — and connect managers to employees. Employees can update profiles and benefits, review shifts and overtime data, and request time-off. This means your HR and payroll team recovers valuable time to focus on larger goals.

Automate with Consistency and Adhere to Workforce Compliance
ATS TimeWork OnDemand robust data engine can be configured to comply with various legislative requirements, including the Canadian Family Medical Leave and Affordable Care Act. Automation of rules, policies, and regulations are applied consistently across the board, simplifying complex processes and helping you manage compliance with Employment Standards Act (ESA), FMLA and other employment acts across North America.

Streamline Data for HR and Payroll Practitioners
Recruiting, hiring and managing talent is a complex, but with ATS TimeWork OnDemand Employee Self-Service it should not be. If, however, your company is tracking employee time-off requests and hours worked on paper — you are likely giving yourself an unnecessary headache. ATS Employee Self-Service reduces errors consistently enforce policies, and helps you build the type of workforce you envision.

To learn about ATS Employee Self-Service, Benefit Accruals or Time and Attendance, go to our website. You can also download a demonstration, and to reach us by phone call, 866.294.2467.

ATS TimeWork OnDemand, Employee Self Service, Employment Standards Act, FMLA, HR, Payroll, Recruitment, Time and Attendance

The Power Of The Cloud Makes The Choice Easy

The growth prospects of cloud-based applications has surpassed all previous projections, and is finally is being realized by businesses the world over. Traditional IT spending on heavy computing servers and software licenses has been usurped by businesses shifting to cloud computing solutions. According to a recent report by Gartner, the amount of money spent on cloud services in 2016 grew 25% over 2015 to $148 billion, and this is number is expected to grow to $216 billion in the year 2020.

The availability and user acceptance rate with cloud-based applications like ATS TimeWork OnDemand have exploded in recent years.

The Power Of The Cloud Makes The Choice Easy

Here is what you can expect from the power of ATS TimeWork OnDemand:

Flexible Deployment Options
ATS implementation team’s approach to our cloud-based time and attendance solution is unique. We offer a best-of-breed cloud deployment for ATS TimeWork OnDemand that encompasses multi-tenancy, single tenancy, and an industry-changing dedicated tenancy model that offers cost savings to our customers and is second to none in the cloud space. This provides our customers with unrivalled levels of choice and scalability on a platform that is specific to their industry.

Scalability
ATS TimeWork OnDemand opens up new capabilities for new and growing organizations. The solution can be scaled in accordance with an organization’s business demands, and financial agility. ATS TimeWork OnDemand provides companies with an opportunity to focus on the core aspects of their business, while knowing, that their time and attendance is always on, accessible 24/7, and always up to date.

Built-In Analytics
ATS TimeWork OnDemand is designed for modern businesses, enabling customers to streamline their mission-critical business processes. And, with real-time insights into key business performance indicators for a unified view of the organization, you will never go back to manual punch clocks or paper timesheets. That’s the power of the cloud.

To learn more about ATS TimeWork OnDemand, go to our website, where you can download a demonstration, or register for a bi-monthly webinar. To reach us by phone, call: 866.294.2467

Analytics, ATS TimeWork OnDemand, Cloud Computing, Gartner, Time and Attendance

3 Tips On How To Use Big Data Effectively

Big Data is not a “Johnny-come-lately” tool, it is in fact, it comprises of massive amounts of information that we use every day – in other words, it encompasses, vast zetabytes of data flowing from our computers, mobile devices, and machine sensors. With the right Big Data tools, your organization can store, manage, and analyze this data – and gain valuable insights that were previously unimaginable.

3 Tips On To Use Big Data Effectively

Below are 3 tips on how to use Big Data effectively from an article, by Jordan Kasteler for Inc called: Supply and Demand: The Effect of Big Data. It reads, in part:

“1. Let data make decisions for you

Before we had data at our disposal, decisions were made based on emotions or gut feelings. As a result, the rationale for each choice might now look murky in hindsight.

Nowadays, nearly every decision can be backed up with hard numbers. Managers are able to make educated judgments, and they can justify their moves with proven results–past or present.

Put your expenses under the microscope

Every organization has some form of “spend data” to analyze. “Spend” refers to operational costs across business functions such as planning and budgeting, inventory management, product development, and compliance.

For large, global enterprises, this data can run into millions of transactions. Analyzing it can help procurement managers identify spend patterns by category, vendor, region, and more. It can uncover opportunities to drive bottom-line savings and more value from their procurement spend. Data analytics can help managers analyze extremely large volumes of spend data much more efficiently and accurately.

Love your vendors, but don’t woo them

The “Age of the Customer” is here and booming. Many consumers now expect businesses to seamlessly meet every aspect of every need without hesitation.

When incorporating big data, both suppliers and procurement clientele stand to benefit. For instance, suppliers can glean valuable, data-driven insights to allocate resources more accurately and better formulate logistical strategies.”

Today’s companies are acutely aware of the potential big data can provide them. And, when they see the enormous ROI their competitors get by using big data, they make every effort to ensure the solutions that they deploy, includes Big Data.

ATS Time and Attendance has built-in, feature-rich Big Data analytics to provide deep insight across a company’s workforce management solutions requirements. The solution is embedded within ATS core solutions and can power reporting, analytics and a wide range of features, can help transform decision making and your business.

To download a brochure about ATS Time and Attendance Big Data Workforce Analytics go to our website. To reach ATS by phone call; 866.294.2467.

Big Data, Time and Attendance, Workforce Analytics

Is The Customer Always Right?

June 6th, 2017 | Posted by ATS in HR | Time and Attendance Toronto | Workforce Management Solutions - (Comments Off)

The topic of customer service always brings out a difference of opinions from some who believe the employees come first and then customers-and there are others who remain resolute in their belief that the customers always comes first. Whichever camp you are in, it’s clear that no business can prosper without its customers.

Here are some excerpts from Sharlyn Lauby, creator of HR Bartender, addressing the subject, of whether the customer is always right or not:

“There are times when the customer is absolutely right. The company messed up big time and they need to take responsibility for their mistake. Organizations have a huge opportunity to win a raving fan, instead of gaslighting the customer into thinking it was their own fault or simply apologizing without accepting responsibility. Organizations should invest in customer service and problem-solving training to help employees work directly with customers. I don’t believe customers expect perfection. They do expect to be treated with respect; and ignoring service challenges isn’t the way to do it.

There are also times when the customer is wrong. Often, it’s because the customer doesn’t understand the rules. Great examples are industries like health care, telecommunications, and government. They have unique regulations, lengthy contracts and forms, and it takes some time before we get the hang of working with them. Don’t get me wrong, I’m not bashing those industries. It’s who they are and, as a consumer, we need to educate ourselves on how to work with them. We have an obligation to understand what we’re buying. But at the end of the day, the customer is still the customer. And there’s not an unlimited supply of them.”

Is The Customer Always Right?

In a world of competitiveness that spans all industries, getting customers and hanging onto them is paramount. The Internet has allowed today’s customers to browse and compare before buying online for such things as; banking services, cars, hotels, time and attendance, and vacation getaways. In short, today’s customers have no patience for anything short of stellar service.

The most poignant part to that article reads in part; “At the end of the day, the customer is still the customer. And there’s not an unlimited supply of them.”

To learn more ATS time and attendance solutions, you can download a prerecorded demonstration. And, to connect with us directly call, 866.294.2467 or follow us on Twitter, Pinterest or Google+

Customer Service, HR Bartender, Time and Attendance

5 Benefits Of A Biometric Time And Attendance Facial Recognition Solution

Biometrics technology has gained in popularity in the last 10 years. Many of today’s technology companies including; Apple, Samsung and Google, have opted for biometric authentication with their hardware to prevent theft. ATS biometric time clocks are designed to recognize employees’ unique physiological characteristics-and these data collectors include; face shape, iris, fingerprint or hand shape. And, unlike card-based time and attendance systems, employees cannot punch in/out for each other.

When combined with ATS award-winning TimeWork OnDemand or On-premise solution for mid-to large enterprise; biometric facial recognition helps to increase payroll accuracy by eliminating errors associated with outdated manual data collection, reduce administrative time and eradicate employee time theft from tardiness and “buddy punching” (the practice of employees clock in and out for one another), and long unexplained lunch breaks.

Here are the top 5 benefits of a biometric time and attendance facial recognition solution

Individual tracking: detect an employee based on their individual physiological characteristics

Eradicate time-theft: accurate tracking of employee time, by verifying the identity of those clocking in, thus creating a digital audit trail that cannot be altered. By automating the tracking of employee time an organization, has proof of hours worked.

Reliable and Accurate: Employee biometric templates cannot be duplicated. Managers can remain confident that they are tracking employee’s time and attendance accurately.

Buddy Punching: Since employees cannot use the face of their co-worker to punch in for them, you can now say good-bye to buddy punching!

Data Integration: Employee hours easily integrate with your Human Resources Information Systems (HRIS), Payroll and Enterprise Resource Planning (ERP), systems.

Today’s workforce is constantly evolving and keeping pace means using an advanced biometric technology solution to increase employee productivity. An ATS biometric face recognition solution will help to increase payroll accuracy by eliminating errors— associated with manual data collection thus, reducing administrative time and eradication of employee time theft.

To learn more about ATS TimeWork OnDemand, the wide array of biometric time clocks or to register for a bi-weekly webinar, go to our website. To reach an account executive, contact us by phone: 866.294.2467.

ATS TimeWork OnDemand, Biometrics, Dell Computers, ERP, Google, HRIS, Payroll, Time and Attendance

Traditional Work As We Know It, Is Slowly Being Disrupted

May 2nd, 2017 | Posted by ATS in Cloud Computing | Time and Attendance Blog, Workforce Management Software | Workforce Management Solutions - (Comments Off)

The disruption of what was once considered traditional work is slowly being replaced by the gig economy and many millennials and baby boomers are gravitating towards it. Several reasons have been offered as to why this type of work is replacing the 9-5 shifts, some of which include; flexibility and today’s workers simply wanting more out of life instead of being tethered to a desk job.

In the finale of a five-part series on the gig economy written by Jonny Dunning, for HRZone, he lists four examples that illustrate how the future of work is being shaped.

Traditional Work As We Know It, Is Slowly Being Disrupted

“1) Social
Two social factors will impact how people choose to work in the future. Firstly, an increasing freedom of where to work, and secondly, a growing importance of who to work for.

2) Technology
Virtual offices, infrastructure-as-a-service, and video-conferencing are one factor enabling a change in the workplace. Technology removes the requirement for a company to locate its employees in a single location, and has been the biggest single catalyst for change in the office working environment.

3) Commercial
Technology is disrupting and transforming every industry. Consumers, workers, supply-chains are all undergoing digital transformation. Capgemini’s report on the Digital Advantage shows the impact digital is having businesses in mining, gambling, fashion and every industry in between.

4) Technology
In response to the growing number of self-employed people in the UK, the Work and Pensions Committee, launched an inquiry into the impact of the gig economy in December 2016. The inquiry will assess the relative treatment of employees and self-employed people in the Universal Credit benefits system, how Job Center Plus should adapt to support those people wanting to become self-employed, how self-employed people can be encouraged to save for retirement and how self-employment can lead to full employment.”

The question that always comes up with something new, is will it last? Cloud-Based applications that include; streaming of movies, music and the deployment of time and attendance are perfect examples. And, more importantly, how will today’s workforce attitude towards work as we know it, shape the next generation?

The bottom-line; the reality for many employers–regardless of size or industry–is that they no longer have control over the labour market the way they once did. The gig economy will continue to disrupt and will someday become the norm.

To learn about ATS go to our website where you can download brochures or a demonstration about our cloud-based time and attendance solution.

Cloud-Based Applications, Gig Economy, Infrastructure-As-A-Service, Time and Attendance, Video-Conferencing

Can Predictive Scheduling And A Workforce That’s Based On Demand Coexist?

Going To Deploy A Time And Attendance Solution? Don’t Forget HR And Payroll

How To Prepare Your Company For The Minimum Wage Hike

Here Are Some Of The Reasons Why ATS Employee Self-Service Can Boost Productivity

3 Tips On How To Use Big Data Effectively

Is The Customer Always Right?

5 Benefits Of A Biometric Time And Attendance Facial Recognition Solution

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