The days of the punch clock have gone the way of the rotary dial phone and Atari computer games. Instead of laboriously compile paper cards and manually recording hours, save yourself the headache and invest in Time and Attendance Software. Use this Business.com guide to help you manage your employees- from clocking time sheets to payroll processing and managing absences.
Top Seven Benefits of an Automated Time and Attendance SystemSage HRMS
Increasing information accuracy and reliability are the two paramount reasons a time and attendance system is installed in any organization. Because an organization’s workforce is often its largest expense, impacting production and profitability, inaccurate timekeeping can lead to costly regulatory compliance missteps, among other pitfalls.
On the other hand, it should be noted that employees also represent an organization’s biggest asset with regard to growth and profitability. Thus, maintaining accurate and reliable time and attendance information makes labor management a whole lot more manageable.
At surface level, the immediate time-saving, as well as bottom-line saving, benefits of time and attendance automation are easy to highlight. However, without accurate and reliable time data captured from employees and passed to other parts of the human resources and payroll system, error-prone breakdowns are likely to occur. These can result in employees’ not being paid properly, noncompliance, decreased employee morale, and turnover.
An appropriate time and attendance system that meets your organization’s needs can help to eliminate and even prevent many, if not most, of the negative aspects of inaccurate and unreliable timekeeping.
The following will outline the top benefits of a time and attendance system and the positive effect they can have on your organization.
The Complete Buyers Guide for Payroll SoftwareSage HRMS
For more than 20 years, Sage has been helping midsized businesses in all industries choose and implement Sage Payroll and Sage HRMS systems. Our experience has taught us that people need more than just product information to successfully select and deploy payroll solutions. That’s what this Buyer’s Guide is all about.
Your Business Process Automation Cheat SheetEverteam
Business process automation is your answer to achieving efficiencies in cost, resources, and investment. It’s about combining the advantages of technology with the knowledge of employees to support customers quickly and properly. But what is business process automation (BPA) exactly? We’re glad you asked.
It is the perfect time for HR to take a proactive position at the strategic planning table, looking at ways to optimize today’s and tomorrow’s workforce. With payroll as one of the highest line items on the balance sheet, and worker productivity and intellectual property the real lifeblood of business survival, there is an urgent need for renewed efficiency in managing workforce assets.
HR and managers have an opportunity to answer such questions as:
How do we structure ourselves and organize our workforce to be the most effective and productive?
How can we continually align ourselves with our current business conditions and still give our employees confidence and security?
How do we revamp processes to build in agility?
How can we anticipate changing workforce needs?
How do we retain talented, engaged employees?
How do we track and anticipate changing costs?
How do we do all of this with an increasingly complex workforce?
For more than 30 years, Sage has been helping midsized businesses in all industries choose and implement human resource and payroll solutions. Our experience has taught us that when people begin searching for human resources management software, they find the process overwhelming and need help identifying their needs, determining the questions they should ask, and gathering the vendor information they need to effectively compare and select the right solution.
We believe expertise unshared is knowledge wasted, so we’ve distilled what we’ve learned from our over 12,000 Sage HRMS customers and created this HR software buyer’s guide with useful information you need to know, including, recent trends in human resources and HR technology, top ten considerations for HRMS, a key software capabilities checklist, and how to evaluate the company behind the product.
We want to make the HR software purchase process as painless as possible and help you find the right HR software solution for your needs whether that solution is Sage HRMS or another.
Comprehensive presentation which provides an overview of workforce management, why organizations are choosing to automate and who should automate. The presentation concludes with a discussion of things to consider when selecting a vendor and with an actual case example.
Top Seven Benefits of an Automated Time and Attendance SystemSage HRMS
Increasing information accuracy and reliability are the two paramount reasons a time and attendance system is installed in any organization. Because an organization’s workforce is often its largest expense, impacting production and profitability, inaccurate timekeeping can lead to costly regulatory compliance missteps, among other pitfalls.
On the other hand, it should be noted that employees also represent an organization’s biggest asset with regard to growth and profitability. Thus, maintaining accurate and reliable time and attendance information makes labor management a whole lot more manageable.
At surface level, the immediate time-saving, as well as bottom-line saving, benefits of time and attendance automation are easy to highlight. However, without accurate and reliable time data captured from employees and passed to other parts of the human resources and payroll system, error-prone breakdowns are likely to occur. These can result in employees’ not being paid properly, noncompliance, decreased employee morale, and turnover.
An appropriate time and attendance system that meets your organization’s needs can help to eliminate and even prevent many, if not most, of the negative aspects of inaccurate and unreliable timekeeping.
The following will outline the top benefits of a time and attendance system and the positive effect they can have on your organization.
The Complete Buyers Guide for Payroll SoftwareSage HRMS
For more than 20 years, Sage has been helping midsized businesses in all industries choose and implement Sage Payroll and Sage HRMS systems. Our experience has taught us that people need more than just product information to successfully select and deploy payroll solutions. That’s what this Buyer’s Guide is all about.
Your Business Process Automation Cheat SheetEverteam
Business process automation is your answer to achieving efficiencies in cost, resources, and investment. It’s about combining the advantages of technology with the knowledge of employees to support customers quickly and properly. But what is business process automation (BPA) exactly? We’re glad you asked.
It is the perfect time for HR to take a proactive position at the strategic planning table, looking at ways to optimize today’s and tomorrow’s workforce. With payroll as one of the highest line items on the balance sheet, and worker productivity and intellectual property the real lifeblood of business survival, there is an urgent need for renewed efficiency in managing workforce assets.
HR and managers have an opportunity to answer such questions as:
How do we structure ourselves and organize our workforce to be the most effective and productive?
How can we continually align ourselves with our current business conditions and still give our employees confidence and security?
How do we revamp processes to build in agility?
How can we anticipate changing workforce needs?
How do we retain talented, engaged employees?
How do we track and anticipate changing costs?
How do we do all of this with an increasingly complex workforce?
For more than 30 years, Sage has been helping midsized businesses in all industries choose and implement human resource and payroll solutions. Our experience has taught us that when people begin searching for human resources management software, they find the process overwhelming and need help identifying their needs, determining the questions they should ask, and gathering the vendor information they need to effectively compare and select the right solution.
We believe expertise unshared is knowledge wasted, so we’ve distilled what we’ve learned from our over 12,000 Sage HRMS customers and created this HR software buyer’s guide with useful information you need to know, including, recent trends in human resources and HR technology, top ten considerations for HRMS, a key software capabilities checklist, and how to evaluate the company behind the product.
We want to make the HR software purchase process as painless as possible and help you find the right HR software solution for your needs whether that solution is Sage HRMS or another.
Comprehensive presentation which provides an overview of workforce management, why organizations are choosing to automate and who should automate. The presentation concludes with a discussion of things to consider when selecting a vendor and with an actual case example.
The Business Case for Workforce Management Solutions - White PaperInfor HCM
The widespread adoption of dedicated Workforce Management (WFM) solutions continues to gain momentum as organizations increasingly recognize that the level of control and visibility needed in managing their workforce resource is rapidly outstripping the capabilities provided by existing HR applications and processes. Unlike many other areas of their operations that have for a long time seen the adoption of sophisticated solutions to optimize value (such as Enterprise Resource Planning, Supply Chain Management, Customer Relationship Management, Business Intelligence, Business Process Management and so forth) - the management of the underlying human resource has remained a largely administrative, and often manual, undertaking. In our view this is a situation that has to change if organizations are to maximize the value from their workforce resources, while at the same time minimizing its cost and risk. To achieve this, organizations need to have a much greater level of visibility and control of their workforce resources and workforce processes. Without the underlying support that a capable Workforce Management Solution can provide, this can be difficult, if not impossible to achieve. As a result, the demand for Workforce Management Solutions is growing rapidly as organizations increasingly turn their attention to the ability of their workforce management processes to support some of their most pressing operational and strategic challenges.
This trend is also being driven by the evolving role of HR within organizations. What was traditionally regarded as purely an administrative function, HR teams are now being required to take a more strategic position as organizations increasingly recognize the impact of their workforce and its activities on their operational and strategic performance. As a result, HR responsibilities are extending beyond their traditional boundaries and are now becoming closely involved in helping to drive greater value from their workforce operations. Yet just as the role of HR is evolving, so too does the need for the IT solutions and service capabilities which are required to support, or even enable that transition to happen. If HR is able to successfully fulfill this new mandate, they must also take a fresh look at the tools and methods which are currently available to them.
Synergist System Selection & Implementation GuideThe Agency Works
If your agency is considering getting a new project management system, here's a useful guide to selecting and implementing the right system for your business.
Performing a Job Task Analysis in a Small Business - a Case StudyEquilibria, Inc.
This case study highlights a real-life small business problem and the specific actions taken to categorize the business into departments while properly allocating the right tasks to the right staff. This case study is the first in a series of 7. Visit my profile to view the others.
Managing a workforce is hard. Thankfully, Workforce Management (WFM) tools can help you automate, optimize and manage scheduling in your contact center. Follow the slides to learn the top 6 workforce management challenges with solutions to overcome each.
Needs assessments can be applied to a variety of functions in the construction firm—from figuring
out what kind of technology the company requires to a service that could open your business up
to work in new construction markets to assessing an employee’s performance and what training
he could benefit from. Once you’ve decided that it’s time to conduct a needs analysis, you will be
working to determine exactly what your company has to do to drive improvements in its operations.
Learn more at the http://na.sage.com/sage-construction-and-real-estate
Discover why yesterday's approaches to workforce management won't cut it in today's tough business environment-and what you need to stay current.
Mitri Dahdaly, part of Infor's Product Management and Strategy team, will explore the new world of workforce management, the changes it demands, and the opportunities it offers.
In this presentation you will learn about:
Five key factors shaping new labor approaches in WFM
Recent WFM changes having a profound impact
How to deliver strategic value with WFM
Financial information you must know about your firm
1. Annual Profit and Loss Statement
2. Annual Budget and how it compares to your Profit and Loss Statement
3. Cost to produce each file
4. Your Realization Rate on a global and file by file and practice area basis
5. How your compensation system works for or against your business plan
6. Your time on each file, updated on a real time or continual basis
7. Your disbursements on each file, on a real-time or continual basis
8. Your budget for each file and how costs compare to the budget
9. How your partners and associates are measuring up based on the above criteria
10. What is your overall firm debt and how does it compare to draws, compensation and
collections
11. How is your retirement fund built into your overall office financial plan
12. Does your compensation system reward effort or results
Whitepaper: Adding Strategic Value to Your Organization with Incentive Compen...Iconixx
As an Executive, you need to understand how ICM adds strategic value to your organization to support business objectives. This White Paper answers your questions and demonstrates potential benefits.
The Business Case for Workforce Management Solutions - White PaperInfor HCM
The widespread adoption of dedicated Workforce Management (WFM) solutions continues to gain momentum as organizations increasingly recognize that the level of control and visibility needed in managing their workforce resource is rapidly outstripping the capabilities provided by existing HR applications and processes. Unlike many other areas of their operations that have for a long time seen the adoption of sophisticated solutions to optimize value (such as Enterprise Resource Planning, Supply Chain Management, Customer Relationship Management, Business Intelligence, Business Process Management and so forth) - the management of the underlying human resource has remained a largely administrative, and often manual, undertaking. In our view this is a situation that has to change if organizations are to maximize the value from their workforce resources, while at the same time minimizing its cost and risk. To achieve this, organizations need to have a much greater level of visibility and control of their workforce resources and workforce processes. Without the underlying support that a capable Workforce Management Solution can provide, this can be difficult, if not impossible to achieve. As a result, the demand for Workforce Management Solutions is growing rapidly as organizations increasingly turn their attention to the ability of their workforce management processes to support some of their most pressing operational and strategic challenges.
This trend is also being driven by the evolving role of HR within organizations. What was traditionally regarded as purely an administrative function, HR teams are now being required to take a more strategic position as organizations increasingly recognize the impact of their workforce and its activities on their operational and strategic performance. As a result, HR responsibilities are extending beyond their traditional boundaries and are now becoming closely involved in helping to drive greater value from their workforce operations. Yet just as the role of HR is evolving, so too does the need for the IT solutions and service capabilities which are required to support, or even enable that transition to happen. If HR is able to successfully fulfill this new mandate, they must also take a fresh look at the tools and methods which are currently available to them.
Synergist System Selection & Implementation GuideThe Agency Works
If your agency is considering getting a new project management system, here's a useful guide to selecting and implementing the right system for your business.
Performing a Job Task Analysis in a Small Business - a Case StudyEquilibria, Inc.
This case study highlights a real-life small business problem and the specific actions taken to categorize the business into departments while properly allocating the right tasks to the right staff. This case study is the first in a series of 7. Visit my profile to view the others.
Managing a workforce is hard. Thankfully, Workforce Management (WFM) tools can help you automate, optimize and manage scheduling in your contact center. Follow the slides to learn the top 6 workforce management challenges with solutions to overcome each.
Needs assessments can be applied to a variety of functions in the construction firm—from figuring
out what kind of technology the company requires to a service that could open your business up
to work in new construction markets to assessing an employee’s performance and what training
he could benefit from. Once you’ve decided that it’s time to conduct a needs analysis, you will be
working to determine exactly what your company has to do to drive improvements in its operations.
Learn more at the http://na.sage.com/sage-construction-and-real-estate
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Mitri Dahdaly, part of Infor's Product Management and Strategy team, will explore the new world of workforce management, the changes it demands, and the opportunities it offers.
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Five key factors shaping new labor approaches in WFM
Recent WFM changes having a profound impact
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Financial information you must know about your firm
1. Annual Profit and Loss Statement
2. Annual Budget and how it compares to your Profit and Loss Statement
3. Cost to produce each file
4. Your Realization Rate on a global and file by file and practice area basis
5. How your compensation system works for or against your business plan
6. Your time on each file, updated on a real time or continual basis
7. Your disbursements on each file, on a real-time or continual basis
8. Your budget for each file and how costs compare to the budget
9. How your partners and associates are measuring up based on the above criteria
10. What is your overall firm debt and how does it compare to draws, compensation and
collections
11. How is your retirement fund built into your overall office financial plan
12. Does your compensation system reward effort or results
Whitepaper: Adding Strategic Value to Your Organization with Incentive Compen...Iconixx
As an Executive, you need to understand how ICM adds strategic value to your organization to support business objectives. This White Paper answers your questions and demonstrates potential benefits.
TimeTrax: Biometric Based Attendance Systemnetsoftindia
TimeTrax: a Biometric Enabled Attendance Tracking System for easy management of employee attendance and reduces employee management cost and office cost.
MODERNIZING L&D: PART 3 – THE REAL CASE STUDIES: ORGANIZATIONS THAT ARE SEEIN...Human Capital Media
Need proof that modernizing corporate learning is worth your time and effort?
We’ve got the stories to back it up. Top-performing organizations know that learning is a critical differentiator in today’s business world. And they’re not afraid to roll up their sleeves and swap their traditional L&D practices for a modern, agile approach. The result? Employees who are building, sustaining, sharing and applying knowledge to boost performance and generate measurable business impact.
In the final part of our Modernizing L&D series, we'll tell you about organizations that have successfully transformed their L&D practices. Specifically, we'll explore how these organizations:
Recognized the need to rethink their approach to learning.
Executed their modernization strategies and tactics.
Measured the impact of their modern learning ecosystems on the bottom line.
Face Recognition System for Door UnlockingHassan Tariq
This is age of Modern Technology and it's becoming necessity
for everyone. Our project is on one of the most basic
daily life security system. As there was a time, when you
had to open the door by yourself or u needed a key of
some sort or a person for guarding some room.
our project changes that view, as we have automated
that old method. It's user friendly and no human interaction
is needed.Door unlocking to provide essential security to our homes, bank lockers , server rooms , private chambers and offices etc.
See the exciting new time collection and attendance management system offered by Sage. Deana shares her depth of experience with this product and offers insights to time and cost savings that can be gained by any organization.
Learn about the robust advanced
scheduling system that empowers
supervisors and employees to promote
collaboraon and a workflow of
changes.
MORE THAN JUST CONTENT: WHY DEEP SKILLS DEVELOPMENT REQUIRES A LEARNING ECOSY...Human Capital Media
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Why some learning strategies need to resemble marathons, not sprints
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Automatic Attendance system using Facial RecognitionNikyaa7
It is a boimetric based App,which is gradually evolving in the universal boimetric solution with a virtually zero effort from the user end when compared with other boimetric options.
Gateway Business Solutions, A Solution provider in Telecom, Access Control, Time Attendance, Digital Security and Surviellance and Office automation. Pioneers in VOIP solutions like IP PBX, CALL CENTRE SOLUTIONS etc.
Description
Gateway Business Solution is a Distributor to M/S Matrix Comsec Pvt Ltd, for their Range of Telecom and Security Products and solutions. MATRIX Analog, Digital and IP Pbx solutions and Security products such as Door Access and Time Attendance Products (Proximity and Biometric)
Gateway is also Channel Partner for M/s Intellicon Pvt Ltd for their range of Telecom Products. Transtel, Karel, NEC IP EPABX systems and Radvision and Lifesize Video Conferencing Solutions.
Gateway is also a pioneer in offering VOIP solutions ranging from Soft IP PBX, Call Centre Solutions, Automatic Voice Campaigner etc.
Contact :
Gateway Business Solutions
2nd Flr, Sai Krupa, 33 Durga Nagar Colony
Punjagutta
Hyderabad 500 082
Ph: 93978 20222
Smart solution enabling smart skills - A case study of Smart Time & Attendance solution, Cuckoo Tech
Complete solution offering Attendance biometric device seamlessly integrated over the cloud to ADIS enable Time & Attendance software, with all required configurable options
Easy to use, all device compatible solution, including mobile app supporting IoS, Android & Windows
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
Keeping track of employee time and attendance is a huge burden for employers. Are they at work? Are they on vacation? Did they clock in on time? Are they taking a long lunch? These are all must-know items, but often difficult to determine.
Tracking employee time and attendance is a huge burden for employers. This guide provides you with all the must-know items, but often difficult to detemine time and attendance tips.
Learn how to make your payroll processes simpler, faster and more accurate with Carval’s free e-book.
Here's what you will learn:
How to simplify the timesheet process
How to save time and money on printing payroll documents
How to streamline the holiday absence booking process
How to get the right data for making accurate statutory payments
How to improve the request process and payment of overtime & bonuses
How to fulfil your auto-enrolment responsibilities with the minimum of effort
How to get the data and statistics you're asked for quickly and easily
Streamline Your Payroll with a PayStub Online Generator.pdfPaper Work Master
Simplify payroll processes with a PayStub online generator. Maximize efficiency, reduce errors, and save time by generating accurate pay stubs effortlessly.
Payroll System Secrets Exposed_ Unraveling the Payroll Software Key Features ...Parker adam
Payroll System Secrets Exposed: Unraveling the Payroll Software Key Features for Business Success
In today's fast-paced business landscape, powerful payroll management plays a crucial role in the success of any organization. As businesses strive to streamline their operations and maximize productivity, having a robust payroll system in place is essential.
This article aims to go into the secrets of an effective payroll system and explore the key features that can contribute to the success of your business.
The Importance of Payroll Software
Managing employee payroll is a complex task that involves numerous calculations, tax deductions, and compliance with ever-changing regulations.
Manual payroll processes are not only time-consuming but also prone to errors, which can result in financial discrepancies and employee dissatisfaction. By implementing reliable payroll software, businesses can automate these processes, ensuring accuracy, efficiency, and compliance.
1. Accurate Payroll Calculations
The heart of any payroll system lies in its ability to accurately calculate employee wages, taxes, and deductions. Robust payroll software automates these calculations, taking into account various factors such as hours worked, overtime, bonuses, and benefits. With precise calculations, you can ensure that your employees are paid correctly and on time, eliminating the risk of payroll-related disputes.
2. Tax Compliance Made Easy
Tax regulations are ever-evolving, making it challenging for businesses to stay up-to-date and compliant. However, with the right payroll software, tax compliance becomes a breeze.
Advanced systems integrate tax tables and algorithms, automatically calculating and withholding the correct amount of taxes from each paycheck.
This not only saves time but also mitigates the risk of penalties or audits resulting from inaccurate tax calculations.
3. Employee Self-Service Portals
Empowering your employees with self-service portals can significantly enhance their payroll experience. Modern payroll software provides employees with access to personalized portals where they can view and download their pay stubs, tax forms, and other relevant documents.
This self-service functionality reduces administrative workload, increases transparency, and boosts employee satisfaction by granting them easy access to their payroll information.
4. Integration with Time and Attendance Systems
Efficiently tracking employee attendance and hours worked is vital for accurate payroll processing. Integration between your payroll software and time and attendance systems allows for seamless data transfer, eliminating the need for manual data entry. This integration ensures that employee hours are accurately recorded, overtime is accounted for, and wages are calculated accordingly. By automating this process, businesses can save time, reduce errors, and improve overall payroll accuracy.
5. Reporting and Analytics
Insights gained from payroll data
Globally, Governments encourage SMEs to deliver digital, and the adoption of automated processes in the organization’s HR department has become increasingly important. Time and travel are often overlooked by businesses that focus exclusively on boosting external growth, leaving employees without development. An outdated system can be difficult to use and lacks the various features that the new system has. System instability can have a detrimental effect on the company’s future growth prospects and the current foundation. Real growth occurs in businesses led by management who think over time. While marketing is important, business owners should also realize that creating efficient systems that allow HR and other internal teams to operate effectively is equally important. Connect HRMS is providing best services in Pakistan. We’re providing best HR services, many people think HR Software price in Pakistan is too much high, they think wrong because we’re best cheap services provider in Pakistan. HCM module is a cost-effective way of centralizing employee data, engaging employees, Managers, and empowering the HR Department. It is built using the latest technologies by industry top experts and professionals to manage end-to-end HR across the organization.
A payroll system involves everything that has to do with the payment of employees and the filing of ¬employment taxes. This includes keeping track of hours, calculating wages, withholding taxes and other deductions, printing and delivering checks and paying employment taxes to the government.
When making the switch to a new payroll solution, it’s important to carefully weigh your company’s needs and budget when selecting a vendor. Payroll solutions typically fall into one of two types:
Commercial software—Payroll software that runs on your PC or server and allows you to run your own payroll and manage all your payroll processes in-house, including printing checks, reporting, forms, and managing direct deposits and payroll taxes. Commercial payroll software typically involves a one-time software purchase and annual support contract for software enhancements, tax table updates, and technical advice.
Outsourced service—A service bureau processes your payroll, prints checks, handles tax filing, and prints W-2s and other year-end forms. The bureau maintains all payroll data and charges initial and ongoing “per employee” or “per check” processing fees for the service, with additional fees for optional services and reports.
Of these, commercial software typically offers more flexibility and return on investment for midsized companies. Not only is commercial software more cost-effective, it allows you to protect wage and salary information and maintain control over payroll processing to easily handle last-minute changes. With the many commercial payroll software options available, selecting a solution and a vendor can seem like a difficult task. That’s why it’s important to arm yourself with good information, and know the right questions to ask.
The importance of having and automated vacation trackingDefinity First
An automated vacation tracking system automated vacation tracking system automated vacation tracking system automated vacation tracking system is an important part of any human resources department. Employee absences result in high costs for companies, and some experts ...
At PEO Broker LLC, we understand the difficulties and bottlenecks for finding the right PEO for your business. That’s why we devise an outstanding plan for PEO Human Resource Management running through multiple checks, comparisons, and industry insights. We help you with our transparent PEO Payroll Services through one-point contact. You can reach us at 713.822.1508.
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2. CONTENTS
OVERVIEW OF TIME AND ATTENDANCE SYSTEMS 3
TYPES OF SYSTEM 8
TRENDS 10
CALCULATING COSTS 12
CHOOSING A VENDOR 14
COMPARISON CHECKLIST 14
GLOSSARY OF TERMS 17
3. 3
HOW
The days of the punch clock have gone the way of
the rotary dial phone and Atari computer games.
There may still be some companies that use them,
and perhaps they work well enough for them;
but most modern businesses no longer care to
laboriously compile paper cards and manually
record what’s on them.
Knowing what your employees do, where they do it, and
when they do it is absolutely essential in order to control
your costs and make maximum use of your resources.
With an automated time and attendance system, it’s more
difficult for anyone to “clock in” for someone else, tack
on hours that weren’t actually worked, or round up a few
hours here and there on a manually entered timesheet.
In a sense, Big Brother has arrived, and he’s helping you
measure and improve the productivity of your workforce.
A properly implemented time and attendance system
will help you:
• Measure and reduce labor costs
• Stop “time theft”
• Comply with wage and labor regulations
• Protect against payroll fraud
• Save time on payroll preparation
• Expedite employee requests for vacations and time off
• Export data into payroll systems such as
ADP, Paychex, and QuickBooks
• Measure worker productivity
• Accurately track employee time to
generate billable hours for clients
• Ensure facility security by restricting
access to authorized personnel
• Track who goes in and out of a facility to
provide an electronic record to investigate
lost or other misappropriated assets
• Ensure that wages are correct
OVERVIEW OF TIMEANDATTENDANCESYSTEMS
4. 4
WHY
The net results include significantly lower operating costs,
and improved productivity and efficiency. Forrester Consulting
conducted one study that found an 85% return on investment (ROI)
for one particular company, with a payback period of 14 months.
Also, a survey conducted by the American Payroll Association (APA)
reported up to a 4% annual savings on gross payroll by participating
companies that implemented an automated time and attendance
system. When you consider that 4% is more than double the operating
margin of grocery retailers, you can see that an efficient tracking
system could mean the difference between profit and loss.
Time and attendance systems typically record where and when workers
start and stop work; but they can also track break times, types of work
performed, and how much work is produced. It can also track non-work
activities such as vacation time, sick days, jury duty, and tardiness.
“FORRESTER CONSULTING
CONDUCTED ONE STUDY THAT
FOUND AN 85% RETURN ON
INVESTMENT (ROI) FOR ONE
PARTICULAR COMPANY.”
5. 5
WHY
Check-in and check-out.The “punch clock” of an
automated time and attendance system could consist
of a magnetic stripe card or barcode badge that is
swiped on a reader, a simple touchscreen where a
simple code is entered; or some kind of biometric
system that immediately recognizes an individual’s
identity through highly sophisticated hand, fingerprint,
or facial-recognition software.
Processing the data. The recorded information is routed
to a computerized database from which timesheets
are compiled to compute employee wages as well as
generate management reports. It is particularly useful for
companies that charge based on labor hours expended
in performing a job or supplying a service to their
customers.
More Than Punching a Clock
Time clocks report fairly simple data of who clocks
in, where, and when. In many situations, particularly
with small companies, that could be enough. But the
more complex the organization, the exponentially more
complex the time and attendance task—and the more
types of information the company is able to collect (and
desires to collect).
Companies of all sizes typically implement time and
attendance systems to pay employees and track their
6. 6
work time. However, there’s a lot more value in this
data than just punch-in and punch-out information. You
can track and analyze the data between the punches
and use this valuable information to reduce employee
turnover, improve business productivity, and help
transform business processes.
Small and mid-sized companies: A time and attendance
system should address:
• Basic clocking on and off. This may be all you want
from your time and attendance system—in which
case, your needs are simple, depending on how strict
your identification rules are.
• Absence management. A calendar feature records
employee late arrivals and absence trends, which lets
managers identify abuses in order to take steps to
address them—in part by providing employees with
hard facts about their attendance.
• Reports. There’s a range of reporting details that
provide hard information with which to set productivity
goals, employee incentive programs, and resource-
allocation plans. Attempt to specify what you want
to track before you purchase a system. Do you need
it for billing clients, estimating pricing, or making
comparisons between employees?
• Payroll processing. Accurate time and attendance
data collection is seamlessly integrated into payroll and
HR systems to calculate checks and file all appropriate
taxes. Not only does it automate an otherwise time-
consuming process prone to error, but it provides an
electronic paper trail that can be easily retrieved for the
purposes of audits and regulatory reporting.
• HR processing. Most benefits are based on the number
of hours worked. Accounting for hours automatically
determines vacation eligibility, extra time off earned,
and other benefits based on hours worked. Time and
attendance data also flags attendance problems and
provides unchallengeable documentation in the case of
personnel disputes and dismissals.
• Billable time. Law firms, consultants, and other
professional service companies bill clients on the basis
of hours spent on a project. Time and attendance
systems provide precise documentation on how long
these entities have been working on a project.
For larger organizations, time and attendance systems
also assist in:
• HR and growth strategies. System data must tie in
with each employee’s role, location, and any special
“A CALENDAR FEATURE RECORDS EMPLOYEE LATE
ARRIVALS AND ABSENCE TRENDS, WHICH LETS
MANAGERS IDENTIFY ABUSES IN ORDER TO TAKE
STEPS TO ADDRESS THEM.”
7. 7
responsibilities. It’s not just the time employees put in,
but what they do with that time that can help identify
unproductive, time-wasting situations. Time and
attendance systems help companies make better
decisions about workforce allocation and budgets,
thanks to actionable insights about what employees do
and how they do it over the course of the work week.
• Productivity and forecasting. The system should
provide appropriate reports that can help determine
current and future staffing requirements, which
can provide a clear picture of real-time workforce
productivity, what isn’t getting accomplished, and
how much staffing would be required to complete a
specific project.
• Unique needs. Certain companies—banks and
pharmaceutical firms, for example—must adhere to
specific procedures and regulations. These rules
dictate the precise information a time and attendance
system must provide. Also, large organizations
typically cross geographic boundaries, meaning that
there may be different local rules for handling wages
and employees. There could easily be as many
as 300 unique rules that have to be built in to the
software to handle various situations.
• Compatibility. The last thing you want is a software
package that doesn’t “play well” with others. The
data collected by the time and attendance system is
of great value to your other databases and reporting
mechanisms—most particularly, accounting and
payroll, benefits administration, and HR management.
Make sure they all speak to one another in the same
language. Lack of integration with other systems
makes it difficult, if not impossible, to get a single,
comprehensive view of data—forcing managers to
make decisions based on incomplete, inaccurate,
and often anecdotal information. This can severely
hamper an organization’s ability to properly and
quickly respond to changing business conditions.
8. 8
Time Card. The least expensive option is a high-tech
version of the old mechanical punch clock. Employees
are issued a time card about the size of a credit card that
they swipe on a machine similar to a credit card machine.
While data is transferred automatically to produce
computer-generated timesheets, thus eliminating all the
manual paperwork, the one flaw is the same as the old
punch clock: it allows for “buddy punching.” It’s easy
enough for someone to swipe a co-worker’s card who
isn’t really there. According to the APA, buddy punching
accounts for between 2% and 5% of payroll expenses.
Proximity Cards, Badges, and Key Fobs. These
eliminate the need for swiping. The employee only needs
to pass the identifying card, badge, or fob in front of
the reader, without actually having to insert it. In many
cases, proximity cards track an employee’s movements
throughout a facility—not just check-in and check-out.
Biometric. These are pricey systems (the biometric
readers are more expensive than the software), but they
do eliminate buddy punching because each employee
TYPES OF SYSTEM
“SOME BIOMETRIC SYSTEMS USE EYE-
SCANNING EQUIPMENT, WHILE OTHERS USE
FACIAL-RECOGNITION SOFTWARE.”
9. 9
is identified via a unique fingerprint or handprint. Some
of these systems use eye-scanning equipment, while
others use facial-recognition software.
Web-Based Login Stations. These are best suited to
situations where employees work mostly from laptops
or personal computers. A static IP address is triggered
every time employees log in to their computers, thus
providing a digital “punch-in.”
Interactive Voice Response (IVR). This is primarily
used by companies with employees working in the field
or at remote locations. Employees clock in by simply
calling in over a landline or cell phone.
“WEB-BASED LOGIN STATIONS ARE BEST SUITED
TO SITUATIONS WHERE EMPLOYEES WORK MOSTLY
FROM LAPTOPS OR PERSONAL COMPUTERS.”
10. 10
The easier the solution, the more you’ll like it. Some of
the hallmarks of usability and ease of use include:
• Familiar Web-type interface
• 24/7 access
• Personalization
• Ability to integrate external content
• Information users want to see—the way they’d prefer
to see it
Everybody is going mobile these days—and your
software isn’t any different. The generation entering
the workforce today is accustomed to iPhone-like instant
access to information, anywhere, anytime. Solutions that
fail to incorporate mobile features appear dated and
cumbersome, and are likely to result in lower adoption
and satisfaction rates. Mobile technology also improves
the level of collaboration and communication. Some
specific mobile time and attendance applications include:
• Check-in and check-out
• Submitting time-off requests
• Resolving exceptions and responding to employee
requests in real time
• Using smartphone preferences to access familiar
applications
• Leveraging smartphone GPS capabilities to track
punch locations
TRENDS
“SOME BIOMETRIC SYSTEMS USE EYE-
SCANNING EQUIPMENT, WHILE OTHERS USE
FACIAL-RECOGNITION SOFTWARE.”
11. 11
Get into the cloud. The Rolling Stones got it wrong.
Don’t get off the cloud! Today you’ve got to be right on
top of it. Rather than committing in-house resources,
consider using cloud computing to replace the burden of
hosting and managing software. The many cloud options
that are available today make technology solutions
attainable for a business of any size and free your IT staff
to focus on implementing other strategic projects.
“RATHER THAN COMMITTING IN-HOUSE
RESOURCES, CONSIDER USING CLOUD
COMPUTING TO REPLACE THE BURDEN OF
HOSTING AND MANAGING SOFTWARE.”
12. 12
There are two major elements: hardware (the clock
reader) and software. Biometric time clocks run
between $350 and $1,000 per unit. Simpler card
readers can be as little as $150, and go up to around
$250. The cards themselves cost about $20 to $35 for
a pack of 25. Web-based systems, of course, don’t
have any specialized hardware and can be accessed
by a variety of devices including computers, tablets,
and smartphones.
The cost of the software depends on the size of the
enterprise. A company with fewer than 50 employees
can get a software package for a few hundred dollars.
A number of vendors are offering cloud-based systems
that work on mobile smartphones, which entail nothing
more than a monthly subscription fee of as little as $20.
There’s no software involved, just an Internet-connected
computer or smartphone.
CALCULATING COSTS
“A COMPANY WITH FEWER THAN 50
EMPLOYEES CAN GET A SOFTWARE PACKAGE FOR
A FEW HUNDRED DOLLARS.”
13. 13
Larger companies—particularly those with multiple
locations—require more sophisticated, and hence more
expensive, software. Typically, these systems involve
consultants who customize the software not just to
suit the companies’ needs, but also to integrate into
other IT systems. Frequently, these involve monthly
maintenance fees in addition to upfront installation
costs—at least $10 per month for basic service and
more for larger, more complex systems. Prices can
easily reach the neighborhood of $10,000. And for fully
integrated, globally scaled systems, you can get into
the six figures. At this level, pricing reflects:
• The features/functionalities of the software
• The number and types of clock readers, cards,
badges, or fobs
• The software licensing fees
• Training, installation, and support
“THESE SYSTEMS INVOLVE CONSULTANTS WHO
CUSTOMIZE THE SOFTWARE NOT JUST TO SUIT THE
COMPANIES’ NEEDS, BUT ALSO TO INTEGRATE INTO
OTHER IT SYSTEMS.”
14. 14
Here are a few general tips to consider when
selecting a time and attendance vendor:
Who is implementing the system? Will the vendor
have primary ownership (and thus be responsible
for maintenance, training, upgrades, and ongoing
support)? Or will your IT staff implement and maintain
the system (and thus reduce your purchase costs, but
at the same time, incur operational costs by devoting
your internal resources to owning the system)? The
decision depends largely on the size of your staff, your
budget, and the degree to which you feel comfortable
with a partnership-type relationship.
Is outsourcing an option? This could prevent a lot
of headaches, free up your staff to perform other
activities, and get you up and running faster. On
the other hand, it will cost more; and you have to be
assured that the vendor can work with your employees,
systems, and culture.
CHOOSING A VENDOR
“IT MAY BE BETTER TO WORK WITH A VENDOR
WHO DOES IT ALL RATHER THAN WITH MULTIPLE
VENDORS WHO WILL PIECE TOGETHER A SYSTEM.”
15. 15
Does the vendor offer compatible payroll and HR
systems? It may be better to work with a vendor who
does it all rather than with multiple vendors who will
piece together a system. On the other hand, if you’re
happy with your other automated processes and are
just looking to add time and attendance tracking
capabilities, seek out a vendor who has a track record
of integrating with other systems and technologies.
Off-the-shelf or custom? Or maybe an off-the-shelf
package with some customized features? If you’re
not sure what you need, ask prospective vendors to
analyze your needs and propose the best solution in
terms of how it addresses your requirements, how much
it costs, and how it works. Most vendors are willing to
demo their product before you buy.
Do you have industry-specific needs? A growing
trend is for vendors to specialize in time and
attendance solutions customized to a particular
industry, such as hospitals. You may find that a vendor
who already specializes in your industry already
has what you want, while a more general business
application would have to incur the expense and time of
customizing your industry requirements.
There are numerous time and attendance system
vendors and resellers to choose from. The comparison
checklist below will help you determine what these
different vendors may have to offer.
16. 16
This checklist will help you quickly assess
the best vendor for your needs.
Features
Automatically Apply Company Rules-
i.e, Calculate Employee Pay
Compliance With Government Audits
Data-collection Devices (Card Reader/
Biometric/Web/Proximity)
Efficiency Reporting
Flexible Interface
Incorporate Foreign Languages and/or Regulations
Job Costing
Key Performance Indicators
Labor Budgeting
Labor Planning
Productivity Reporting
Scheduling Software
Support of Flexible Schedules
Track Work-in Process
Visibility of Labor Costs to Management
Pricing
Base Fee
Cost of ID Badges, Cards,or Fobs
Monthly Fees
Per-user Fees
Software Upgrade/Maintenance
Technical Support
Training
My Needs Vendor 1 Vendor 2 Vendor 3
TIME & ATTENDANCE SYSTEMS CHECKLIST
17. 17
Access Control: Ensures that information or assets are
restricted to certain authorized personnel through the
use of passwords, specialized ID cards, and barcodes or
biometric (face, eyes, fingerprint) recognition systems.
Buddy Punch: When an employee swipes the card of a
co-worker who’s not actually at work.
Cold Weather Chip: Allows safe operation in
temperatures below freezing.
Daisy Chain Connect: A unit that connects to the Master
Clock (the first unit attached to the computer). A Master
Clock may have several daisy chain units.
Employee Lockout: Restricts or prohibits card swipes for
employees not scheduled to work. Locked-out employees
receive messages, usually via the reader, of the rejection.
Supervisors have the option to manually override.
Key Performance Indicator (KPI): Sets a trigger level
at which corrective action is indicated when a specified
threshold is exceeded—e.g., 40 hours of continual
standard work time.
Remote Worker Tracking: Software that measures the
time and productivity of employees working out of the
office. It usually also includes access to on-site resources
shared with other employees.
GLOSSARY OF TERMS