If your company is growing, this probably means that you a need workforce management solution that is flexible in its support, of your organizational structures. In other words, this software solution should be able to take advantage of your company’s automation needs now and, in the future— and with ability to seamlessly connect HR, finance and employee information in real-time.
To address these challenges, growing organizations are turning to ATS unified Workforce Management solution for their HR, payroll and finance needs. In doing so they can automate more HR-to-finance and payroll processes, gain valuable insights into employee productivity in a single view — and spend less time preparing compliance reports and for audits.
ATS brings HR and payroll together in an all-in-one Workforce Management Solution. HR related information is built-in into the fabric of ATS Workforce Management Solution, by providing, payroll, HR and departmental managers access to the same set of real-time data to improve communications and accelerate decision making. For example, processes like online time sheets (for remote workforce) overtime equalization, ERP and payroll integration are fully automated, removing the need for staff to manually enter information in multiple places.
With ATS Workforce Management Solution less time is needed to prepare compliance or audit reports, because effective dates are used throughout one system. Employees and managers enjoy secure, self-service capabilities, improving HR service and reducing administrative tasks for the HR team.
The robust and unified data model of ATS Workforce Management Solution provides your organization with a complete view of labour performance key performance indicators (KPI’s) without the need for spreadsheets or manual data imports.
To download a demonstration of ATS Workforce Management Solution, go to our website. To reach an account executive, call 866.294.2467
It’s possible that some organizations have access to the data they need to optimize productivity in their current time and attendance and/or payroll application. However, access to regulatory compliance and up-to-the-minute reporting, requires a unified Workforce Management Solution that includes, Budgeting and Forecasting, Overtime Equalization, Employee Self-Service, Workforce Planning and HR workflows. ATSTimeWorkOnDemand was designed to give business a deep-dive into employee hours— while controlling labour costs and optimizing productivity.
Here are 3 ways organizations can optimize productivity and track data in real-time with ATSTimeWorkOnDemand:
Real-Time Data Collection from anywhere, anytime: ATSTimeWorkOnDemand is scalable and lets you track employee data on any device, including: mobile phone, IRIS Scan, RFID Time Clocks, Web Clock, Biometric Face Recognition or Kiosks. These data collection devices offer employee options to access self-service capabilities; including time-off request, view regular and overtime hours worked and benefit balances.
Improve Operational Efficiency for HR and Payroll Managers: With ATSTimeWorkOnDemand, HR and Payroll managers can manage accrual balances and a streamlined time-off approval process and custom alerts. ATSTimeWorkOnDemand allows managers to deploy schedules to staff, review timesheets and make edits before approving pay.
Adhere to Labour and Payroll Compliance ATSTimeWorkOnDemand will help your organization comply with labour and payroll compliance policies, even as they change — whether those laws are at the municipal, provincial, or federal/state local levels. ATS TimeWorkOnDemand application pulls in real-time information that can be configured to monitor the changing and complex scenarios.
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.
There is nothing typical about an HR managers’ work day. And, depending on the size of the company, an HR managers’ job could encompass; resume screening, recruitment, interviews, retention and that’s just to name a few of the activities that can take up their day. Today’s HR managers are making use of HCM, Talent Management and Time and Attendance Solutions to align their employees with common HR processes and promote a culture of compliance.
Andrew Ly of HRMorning captures a day in the life of the HR manager, with an insightful article titled, 7 ways HRMS can transform your HR department. Below are some excerpts from the article.
1.Manage the hiring process more efficiently
An HRMS solution won’t have as many specialized features as a dedicated ATS software, but it will have the benefit of retaining applicant information if they are hired and onboarded. You’ll also be able to analyze this data and generate reports on the types of candidates that ultimately become successful employees.
2.Engage employees with onboarding and training
Once you’ve hired the right candidate, it will
be important for you to keep them engaged from the beginning. Employees
that go through a structured onboarding program are 58% more likely
to stay with an organization after three years.
With HRMS, onboarding can start even before
the new employee reaches the office. Employees can sign administrative
documents electronically, catch up on company news and business goals, and join
virtual social networks of colleagues. On their first day, they’ll have
more time to tour the facility, set up their equipment and hit the ground
running.
3. Save time with a self-service portal
Employees often have specific questions
about their salaries, benefits and time off. Answering these vital yet routine
questions, however, can take up a huge chunk of your day. With a self-service
portal, employees can access their information any time, from a remote
site or on their mobile phone.
4. Reduce business errors with automated processes and a central database
You know how important it is to maintain accurate payroll and compliance records. Any mistake is not just a headache but also a potential lawsuit. HRMS automates these processes, so that you can worry less about costly errors. It can calculate wages and salaries, deduct the correct amount of taxes and benefits, and print checks or execute direct deposits.
5. Accelerate employee performance
Employees are more
productive when they feel that business objectives are aligned with their skill
sets and accomplishments are properly rewarded. Yet it may not be clear to you
how employees are doing in their roles and whether or not they are succeeding.
6. Understand why employees leave
When an employee
leaves, you conduct an exit interview to understand why. The information you
get, however, may not always be accurate. Perhaps there are strong emotions
surrounding the departure or the employee doesn’t feel comfortable being honest
in person.
7. Support your decisions with evidence
Businesses are increasingly looking to HR for more data-driven initiatives and strategies. Whether its recruiting more efficiently, increasing engagement or reducing turnover, senior management wants your decisions to be backed up with quantifiable metrics.
Bottomline: Today’s
HR practitioners are acutely aware of the benefits of deploying an cloud-based application
like, ATSTimeWorkOnDemand
and how it can help increase team efficiency and productivity, by boosting revenue
through automation.
So, whether you
have 50 or 500 employees in one province, state or country, or 7,000 in several
regions, ATSTimeWorkOnDemand HCM
cloud will boost engagement and create a great workforce experience for
your HR department and company, as a whole.
To learn about ATS
Workforce Management Solutions for HR go to our website, where you
can download a demo
or register for one of our bi-monthly
webinars. To reach an account representative by phone, call: 866.294.2467.
Transitioning
from traditional licensed, on-premise to cloud-based application can appear formidable,
if not well throughout. However, the transition might not be as difficult as
you think. In fact, with the right vendor, and mindset the transition can be
one much smoother than you originally thought. So, with this in mind, here are 6
reasons to move to the cloud with ATS TimeWorkOnDemand cloud application:
Nimble:
The speed of cloud adoption has been surprisingly rapid across all sizes of
customers. Traditional barriers to moving to the cloud such as security and
data privacy issues have slowly dissipated.
HR Analytics: It’s at your fingertips. Analytics for HR, payroll and finance-translates to no longer have to wait for someone to tell you what’s happening. Data extrapolation takes place in real-time, which means, you have access to the latest information.
Automation Your Way: The automation capabilities built into ATS TimeWorkOnDemand reduces payroll transactional processes and tasks. Those in the department will spend less time re-keying things like employee punch in out times data. In fact, they will now have, more accuracy and visibility, and will be able to deliver what employees really need. Employees, too, will benefit from better insights into their status, through employee self-service to see, their; time-off requests, schedules and hours worked.
An End-To-End System:
ATS TimeWorkOnDemand covers the complete workforce
management journey, upon deployment of your solution. You and your organization
can experience immediate
real-time visibility of information, and work
with updates and changes that take place seamlessly and quickly. In addition, our solution is
delivered via cloud platform,
built from the ground up. You know it’s, compliant and easy to introduce into different provinces across
Canada and throughout North America and beyond.
Reduced IT Workload: By
eliminating the need for hardware and software purchases, your IT department or
consultant can focus on other initiatives of your business.
Rapid Deployment and Easy Integration:
With ATS TimeWorkOnDemand, employees can be set up within weeks rather than months. Built on a robust cloud
computing platform, ATS TimeWorkOnDemand relies on simple user configuration. This
helps our customers achieve their objectives without
going through lengthy discovery and deployment processes.
ATS TimeWorkOnDemand allows for fast, easy and powerful integration. Data can seamlessly move
between ATS TimeWorkOnDemand and other third-party applications, such as payroll. This cuts down on re-keying
data, and reduces the risk of
data duplication. As a result, it significantly increases
accuracy and efficiency, and gives you a single source
of truth for all your people data
More and more customers are seeking the benefits of cloud computing, and ATS is delivering the experience and service they expect. We host and manage your workforce management system in the cloud, where users can securely access the application(s) over the web — at any time, from anywhere — using mobile devices, tablets, laptops, and desktops.
ATS
TimeWorkOnDemand will transform your organization into a streamlined and cost-saving
and productive business. Not only will this help boost the strategic value of
your HR department, it will go
a long way toward unlocking future business growth
for you.
To learn more about ATS TimeWorkOnDemand, go to our website. You can also register for one of our bi-weekly webinars. And to reach an account executive, call: 866.294.2467.
Most companies know that technology alone does not drive world-class performance. To get the most business value from your ATS workforce management application implementation, your technology deployment should be conducted a set of guidelines and milestones to measure success. And, to get the best results, it’s important to ensure that your processes meet best practice standards before completing your ATS workforce management implementation. If not, your company could inadvertently, automate inefficient processes that leave you short of the streamlined business processes and cost optimization you were looking for when you decided to deploy the solution.
Here are a few reasons why companies across various industries, implement ATS workforce management:
Expertise and Best-Practice Processes: ATS implementation is based on the experience we have gained from years of numerous projects. We continually maintain the latest ATS TimeWorkOnDemand version for continuous improvement and long-term scalability.
Unrivalled Support: ATS team supports all phases of implementation including process benchmarking and gap analysis; the ATS deployment package, includes; configuration, deployment and integration; and post-deployment diagnostics.
Lower Total Cost of Ownership: With ATS Implementation, your workforce management solution can be less costly, less risky, and deliver faster time to benefit.
Bottom-line: Our team will work to ensure the implementation of your ATS workforce management solution is perfectly attuned to your technical infrastructure, as well as, configure the solution, to your specific business goals. The team will provide you with best practices in relation to data integration, data analytics and configuration building blocks to jumpstart your deployment. Our project methodology, reduces time to value, and helps you get the most out of your ATS workforce management investments.
To learn more about ATS Workforce Management Solution implementation methodology, or to attend one of our weekly webinars, go to our website. And, to speak to an account executive, call 866.294.2467.
Cloud computing solutions like ATS TimeWork OnDemand, is changing the way healthcare entities including; hospitals, life sciences, clinics, biotechnology manufacturers and the pharmaceutical industry deliver quality, affordable services to their patients. And, by embracing ATS TimeWork OnDemand, the healthcare industry can improve operational efficiency, increase employee productivity, and respond to market demands with agility.
Here are three reasons why healthcare providers are ditching paper, and instead are moving, to a cloud computing solution like ATS TimeWork OnDemand:
ATS TimeWork OnDemand set of cloud-based workforce management software solutions replaces complex paper-based processes, and systems with best-of-breed, yet intuitive technology, empowering payroll and HR professionals alike, to deliver streamlined workforce processes and remarkable experiences.
Moving to the cloud, allows healthcare entities to spend more time with patients and less time on infrastructure-related activities, laying the foundation to perform workforce management and human capital management (HCM) functions more effectively and efficiently.
Simplifying the data integration landscape-with third-party Payroll, HR, Talent Management, CRM and ERP all using ATS integrated purpose-built middleware solution tool to send data to each other in a cohesive manner and achieve unparalleled end-to-end efficiency. With ATS TimeWork OnDemand, the result is a connected, application that automates, anticipates, and unifies your business processes together.
To learn more about ATS TimeWork OnDemand for healthcare, or to attend one of our weekly webinars, go to our website. To speak to a representative, call 866.294.2467.
The traditional way of work is on its way out and is not coming back, much to angst of some. Many North Americans, in particular, millennials are ditching the traditional approach to work which usually involves driving one or two hours to an office. Today’s workers and are instead looking for companies that offer flexible work options and if yours does not, good luck in attracting a range of talent.
If your company has embraced the new way of work and has a remote workforce, you probably know it can sometimes be hard to make sure they feel part of the team. Here are three ways to keep your remote workforce engaged:
Consistently Communicate
A consistent line of communication between you and your remote team members is vital to ensuring workers are engaged, getting the work done are motivated. Occasionally e-mail your remote workers during the day or schedule one or two phone call during the course of the day. Not only does this help them to feel part of the team, it also means you are always accessible and this can help to avoid problems.
Made Good Use of Technology
The latest workforce management solutions and HR applications can help with remote employee engagement. In addition, cloud-based tools like Skype can provide your company and its remote workers to access a variety of presentations, or obtain important HR and data related information-thus, ensuring team members can remain up to date with the latest and most critical information wherever they are.
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Include your remote workers in important decisions that are part of your company’s overall strategy and/or growth plans. When remote workers are not included in the decisions then can quickly become disengage, and begin to can feel unsupported and unsure of how much their efforts are appreciated by the company. As an organization, you should have faith that your remote staff can work independently and meet operational objectives.
If you work in the white-collar world, you will undoubtedly end up working with or supervising a telecommuting workforce at some point. How you handle remote workers will vary according to whether they work from home in the suburbs a dozen miles away, a few provinces or states away, or in another country.
Whether you are implementing an Enterprise Resource Planning (ERP), Workforce Management, Payroll or Human Resources Information System (HRIS), you need a plan and someone project manager to lead it. And with the advent of cloud-based solutions gaining momentum in the world of business, deploying a software solution has becoming easier for companies.
Step into employees’ shoes. It is important to consider the transition from the perspective of the employees. Too often, we discuss the potential changes with the leaders of the various departments, but to do the transition right, employee input should be prioritized and included in the discussion. Employees are often resistant to change, so including them in the discussions, answering their questions, and using their ideas will go a long way in reassuring them throughout the transition.
Consider a consultant. From start to finish, a third-party expert can help companies transition to automation. As an external consultant, they can provide unbiased advice including how to get support from the top-level executives, what to look for in a provider, how to help employees through the transition, and many other critical parts of the transition process.
Collaborate with Information Technology (IT). IT plays an invaluable role in the transition to automation. From the beginning, collaborate and plan alongside IT. Their knowledge and vision for how things should work will help HR departments consider the options available to them as well as provide a backdrop for a well thought out transition.
Have a robust communications plan. Before starting the transition, have a formal communication plan in place that outlines for employees what to expect, a timeline of when things are going to change, and information on training and where they can get help. Remember to give them adequate time to prepare. The more transparent you are with employees the higher the chances of a smooth transition.
Get executive support and buy-in. From the top down, there needs to be support for the transition. Employees need to know the leaders of the company understand and fully support the change. By being part of the change and talking openly about the benefits to employees, company executives can have a huge impact on how the transition is received.
Help employees along the way. Employees will need help throughout the transition. It is important that they feel supported through training and communication.
It’s also useful to note, that every implementation is different and some will go smoother than others. However, the best implementations are the ones where both sides (vendor and customer) are flexible in their approach and have contingency plans, should the implementation not go as planned. In other words, a contingency plan should be part of any implementation.
To learn more about ATS Workforce Management Solution and our implementation methodology or to download a pre-recorded demonstration go, to our website, where you can also register for one of our bi-monthly webinars. And, to reach an account executive by phone, call; 866.294.2467.
Today’s HR practitioners have a symbiotic relationship with technology. And why shouldn’t they? When you consider the old ways of calculating and managing employee time and attendance was relegated to paper time sheets. In other words, a time-consuming task, that resulted in numerous errors, it’s no wonder many in HR are giving a warm embrace to technology.
A brief summary of an article titled World-class HR departments do more but spend less, thanks to technology written by Valerie Bolden-Barrett, for HR Dive reads, in part:
World-class HR organizations spend 25% less than average HR organizations and function with 30% less staff, but are more effective, according to a report from The Hackett Group. The consulting firm’s benchmark analysis also found that, should an average company with $10 billion in revenue gain world-class HR status, it could save up to $15 million a year. The Hackett Group defines world-class HR operations as those which maintain a level of performance in the top quartile in effectiveness and efficiency.
The analysis also showed that world-class HR operations spend more of their budgets on cloud-based technology and selective outsourcing compared to other HR staffs. Top-ranked departments have also reduced the amount of staff performing transactional tasks with error rates for those tasks two to fives times lower that of traditional HR operations.
The Hackett Group’s research also found that, through digital technology, HR organizations can improve their efficiency and effectiveness in delivering services, boost customer experience, place additional resources on high-value activities and use sophisticated analytics for better decision-making.
Bottom line: Technology has created remarkable new opportunities to eliminate administrative overhead and, at the same time, give HR departments access to advanced technology tools like, workforce analytics, real-time employee dashboard review, employee self-self service and hosts of other workforce management tools available 24/7 365 days a year.
Do you think your HR department will want to turn their backs on tools that helps them streamline payroll costs and improve productivity? We are guessing the answer is no.
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.
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.
