Showing posts with label cloud solutions for workforce. Show all posts

Managing Workforce in a Pandemic



The third wave of Covid-19 pandemic is here. Now positive cases in Malaysia has hit 3000-4000 daily, and everyone is busy going about their business despite the movement control order. To think about nearly a year ago when everybody was totally locked in their own house for more than two months when the positive cases didn't even touch triple digits, today's approach to the pandemic is baffling. Even more challenging for businesses is how to manage the workforce during this raging pandemic, without putting anyone at risk. Furthermore, there are infected patients from the recent c-19 variant  showing no symptoms whatsoever, making it even harder for the company to suspect a possible positive case for immediate isolation. 

Yesterday, it was reported that from 6 January until 22 January, a total of 350 clusters had been reported with 225 or 64.3% of them being workplace-related clusters. The uphill battle continues.

The workplace can't assume a passive role in securing the safety of its workers anymore. The active role should involve having a system that identifies SOP compliance to the T before letting anybody into one's premises. High body temperature is a huge red flag. But since some of the infected are not having temperature anymore (though some do), the more critical SOPs are mask-wearing and physical distancing. One has to keep 1 meter or 1.5-meter distance when communicating with the other person without fail. 

While all of those precautions involve individual attitude, what a company to do at this juncture? Plenty.

Companies need to guard entrances with relevant devices, highlight the necessity of mask-wearing  and provide enough space for physical distancing. Lack of space in an office is not an excuse to let more in under the pretence of 30% management leniency because mask-wearing lost its effectiveness with the absence of physical distancing. Better still is to adopt a contactless attendance system where staff can clock in and out using their own devices, cheaper and safer. Now, an attendance system using App like TimeTec TA is readily available, and it's not costly to adopt.  

Another area that needs precaution is visitor management. Make your visitor system contactless—discard pen and paper, don't touch any ID for clarification. Digitalize everything. Let visitors preregister and scan the QR code when they arrive. Scan their temperature, make sure they are wearing the mask at ALL times and keeping a distance from one another. 

All the information may sound redundant, but it is crucial for us to survive this ordeal.

TimeTec provides devices as a precautionary measure during this pandemic and other solutions like TimeTec Smart Attendance (www.timetecta.com), TimeTec Visitor Management System (www.timetecvms.com) for contactless visitor management and FingerTec Face ID 5/FTD (www.fingertec.com) that can scan face for recognition for attendance and door control, and scan body temperature and mask-wearing compliance at the same time. 
cloud solutions for workforce

10 Most Common Recruitment Mistakes



The hiring process is one of the most arduous and tedious tasks, and possibly one of the most difficult processes. Making the right hiring decision is to find people whose values align with your company’s principles and objectives. If any business survives and thrives by the people they hire, though, hiring strategy is of paramount importance.

Be prepared for your potential candidates
“Hire right, because the penalties of hiring wrong are huge.”
Ray Dalio

If candidates were told to prepare before an interview, so should recruiters. Job ads on sites are generally lack of transparency. Simply put, the responsible duties that potential employees will be assigned to are commonly structured with unclear hiring policy. Recruiters often had their arrows missed the target because they did not get the duties right to give them enough power to get the hire right. A right job description starts by outlining the job, not the worker. Managers should discuss and review the job description to make sure it is current before hanging the ad up for vacancy. Getting the perfect fit might ultimately help you to recruit the right candidate, perhaps, a long-term valued company asset.

Be responsible for who you hired
“Acquiring the right talent is the most important key to growth. Hiring was - and still is - the most important thing we do. ”
Marc Bennioff

When a job description is up-to-date, recruiters will have a clearer picture of what (not who) to hire, since an overly-wide candidate pool can often divert attention during the hiring process. Moving on from the previous step, narrow down the requirements and characteristics that need to be successful in the slot. A tip to be better at what you’re doing:  Prep a personal ‘Interview Preparation Checklist’, ask yourselves sharp questions (E.g. Is the team truly need new blood to fill the spot? Is meticulous attention to details required? Is researching and writing skills important?) to be certain you are hiring who you are looking for.

Don’t rush the hiring process
“ I'd rather interview 50 people and not hire anyone than hire the wrong person. ”
Jeff Bezos

‘Good enough’ is not what an employer should settle for, especially when hiring at emergency. Most companies wait to hire until it becomes an emergency, for the most part, decisions are made pretty quickly after the first week of interviewing. For the record, candidates seen the first week do not represent all the candidates out there. Vital enough for recruiters to consider the broad applicant pool in searching for the long term fit and best candidates for the company. Rather than falling into another pitfall, it is better that the recruiters spend more time to broaden their candidates' options in order to optimize company productivity in the long run. 

Ask for enough references
“ Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture. ”
Howard Schultz

A resume is an advertisement that serves to promote the good side of a candidate. They made it look great on the paper. But, how true it is? It is the HR dogma to ‘trust and verify’ if all candidates speak of the truth or they were merely inflating their accomplishment to get an extra boost on their application in order to stay on top of the long applicants' list. It is the recruiters’ responsibility to find out the credibility behind those stories speak out of a candidate’s mouth to avoid making major hiring mistakes. No companies want to hire a person who they cannot give in trust and to entrust them with important tasks and matters. Checking references might come in handy for you to make the best choice possible. 

Be rationalized and Less subjective
“ Never look down on people unless you’re helping them up. ”
Jesse Jackson

Most would probably agree that the first impression is a big step toward successful recruitment. For this reason, these days, candidates would go the extra mile to prepare their attire and physical appearances. Despite some recruiters do not wish to be accounted for this assertion, affirming that qualifications are the principal quality they are looking for, it is inevitable that humans natural born “gut feelings” would raise a judgment the first time you meet a stranger. Speaking of which, ‘Never judge a book by its cover’.  A firm handshake or good eye contact does not reflect a person’s competency level. Recruiters should look the inside rather than the outside of a candidate to make sure you get the insight information of who he is, such as experiences, skills,  capabilities, etc. Scorecard all interviewees and keep your eyes on the main goal you need to achieve. Hire people who add value to your company will save you an extra payout.

Let them do the talks
“ Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it's personality. ”
Richard Branson

How frequent an interviewer stops talking during an interview, almost none. Research indicates that 80 percent of the time while an interview is conducted, interviewers are constantly picking up the ball rather than throwing the ball at the candidates. An important task that recruiters often fail to accomplish is to learn the “brain and heart” of their potential candidates. Brain demonstrates wisdom and judgment while Heart reflects moral ethics and beliefs. This is why an interviewer should seize this chance to maximize the interview, and get to discover candidates’ ability to confront unexpected challenges and their likelihood of developing into a valuable team member.

Asking Yes/No questions were thought to be the doing of the hiring process, the answer is No. Recruiters are encouraged to ask open-ended questions that prompt insight and thoughtful response from them, gives them the opportunity to reveal themselves. This is the moment where you get to scavenge their background, talent, and potentiality. So don’t waste it!

Too much of a good thing
“ Acquiring the right talent is the most important key to growth… Hiring was- and still is- the most important thing we do. ”
Marc Bennioff

This may be uncommon to come across in smaller companies, generally speaking, this runs through the blood of big companies or corporates. Candidates may be familiar with big companies with standardized hiring processes do usually have a panel of people from irrelevant department on a first interview. Likewise, you do not need several interviewers for a single opening or to have untrained staff asking inappropriate questions that lower the standard of your company. Even though this may sound like a higher-level sort of interview, this can become a waste of resources if those involved in the process are not exactly needed. On the other hand, this can intimidate candidates and send the message that you rule by a strict hierarchy of control. Another question is, how well it is to maintain every candidate gets an equal share amount of attention, all while not wasting everyone’s time? Keep the process simple and go for efficient results. 

Refuse technology 
“Purchasing high-quality devices and technology in the workplace should be seen as an investment, not a waste of money. ”
Andrew Hunter

Prior to joining, candidates would want to feel that they are in a competitive business rather than falling into a dead-end in the abyss. Businesses need to keep up with tech advances for them to recruit and retain talent. Bringing in technological enhancement gives extra skillset to your employees, it will undoubtedly profit your business in return. Organization stagnant and less innovative business most probably wouldn’t please a leader. To achieve this, recruiters should seek wiser and convenient methods indispensably to conduct productive recruitment process.

Fail to tackle social media platforms
“Don’t build links. Build relationships.”
Rand Fishkin

Candidates never walk in your company with their resumes or sending in their application without going through basic background checks on your company. Who doesn’t want to get employed by a notable company, get a better monthly paycheck and strengthen their skills in a growing company? These all rely heavily on the images you built through channels of communication, for example, Facebook, LinkedIn, and YouTube. The most painful truth most recruiters have failed to notice is, social media posts not only have the enormous potency to reach out to their customers, they are also reaching out to new talents in the market who are seeking for potential jobs in the platforms as such. Positive culture and professional development mirror through these platforms can create strong constructive impressions and increase engagement between company, customers and potentially, prospective employees. Weak social media presence can really hurt your company - remember, that includes the people in it.

Ignore company culture and values
“If you hire good people, give them good jobs and pay them good wages, generally, something good is going to happen. ”
James Sinegal

People who you hired are going to live out the vision for your company. You sure do want people who (once or presently) step over your company’s threshold to describe their working experiences or to talk about your company's fame and fortune in the best light possible. Interviewers can be overly-obsessed with talking about the mission when they are set to hit the bullseye and forget to showcase the company’s style and culture. Showing that you care about candidates’ merits (honour their skills), concerns (fitting into the role and team) and what they deserve (benefits, perks, salary, and flexibility), can be a big differentiator for candidates. Looking at the bigger picture, employees are the greatest representation of a company. Therefore, hiring ideal candidates and make them another happy employee in the business not only helps to uphold your stand in the marketplace but an extra shield to potential liability in the future. 

“A business of integrity starts with who you hire.”
Hiring start with TimeTec Hire
Blog

The Need to Change is the Need to Make Things Better



This was how I applied for leave just a short two years ago. It was a three-step process every time. First, I called the HR manager Liza to give me the update on my leave balance. Then, I filled, printed and submitted a pdf form to her for the CEO approval. Last was the approval confirmation. Subsequently, Liza had to update me with the balance.

And I'm one of the many employees who are entitled to leaves in this company.

How could Liza get anything done with all the queries from the staff about the leaves? Why haven't we come up with a better system to deal with this every day, lesser ROI task?

Definitely, there is a better way of handling this repetitive, unproductive task for the admin.

The need to change is the need to make things better. If changing doesn't impact, why bother to change in the first place?

Why should a company be focusing on leave? The answer is, why not. Why should we put X amount of work that is giving us less return? Therefore, the goal is to automate the X so we can focus on other more profitable tasks.

So how does an automated cloud-based leave management system like TimeTec Leave change a company for the better? 

Stop doing a repetitive, unproductive task - Normal doesn't translate to practical. It's just that people have been doing a particular thing a certain way for an extended period, so it's accepted and becomes a norm. People used to hand wash clothes for hours before washing machine comes along. If you think that it's okay to print a form, fill it up and pass it to the superior which then give the form to his/her superior to approve, you are way behind time, and that has got to stop. If there is a better way of doing it, and it's not expensive, as a business, it's a crime not to explore.

Stop doing the calculation, recalculation and updating of data - Why do we always need to call HR for the leave balance? What do you have to do to cancel your leave application? Has the balance be credited into my account at the right time? When the system is set up right, TimeTec Leave answers all these questions for you through its app without your staff having to get involved in the (calculation) process. Less error, more effective.

Be quicker and more transparent - Approving a leave shouldn't take days, TimeTec Leave can settle it within minutes. A staff opens the app, apply for a leave, the superior gets a notification, approves the leave on the app, and the balance gets updated. Every detail is there for both parties to see. If the leave requires multiple approvers, multiple days, etc, TimeTec Leave handles it excellently on the app.

Provide more readily available Reports and Analysis - Investment in a new system must provide something better. With TimeTec Leave, reports and analysis are better and useful for the business. Now you know the leave pattern of your staff and departments, and plan your business around it to make your organization more productive, and your team more engaged at the same time. Subscribing to a system like TimeTec Leave gives you more data and more in-depth view of your company's workforce that you can use to strengthen the business.

Less paperwork, less wastage - Cliche? Perhaps. But, why do we need to use paper if it's not necessary? In these days, data is crucial, paperwork not. We can do a lot more without doing the paperwork, without using more resources and occupying more space. TimeTec Leave provides the data without taking space nor time.

Businesses need to start making changes for the better. Leave is a system where your organization should consider first because it covers all the workforce, and it is personal. Once you have gotten used to the efficiency of the cloud-based system, you wouldn't want to turn back, we promise.
Blog

HR-ing in the Digital Era



AI, Big Data, cloud services, Internet of Thing - these are the latest buzzwords we’ve heard so much about lately. All these technology enhancements change the way organizations operate; where most systems are offered online, made transparent and accessible at any time, anywhere. But why and how does this digital transformation affected human resource or HR?

Organizations that are ready to adopt this digital transformation need to brace for various changes in their systems either abruptly or progressively including their daily work processes, recruiting flow, on boarding process and workforce management, and when the workforce is concerned, HR is in charge. Therefore, HR professionals have to play a role in ensuring that the changes made would not interrupt the business operation.

Here we provide 3 important aspects that every HR professional should consider when selecting new systems:

Automation in Recruitment
While old school HR sifts through resumes to find the right ones to interview, modern HR should be using advanced technologies to automate the recruiting process. Why? Because they can and the tool is available for use. One perfect example of a recruitment cloud solution that offers Applicant Tracking System is TimeTec Hire, where resume screening process is done automatically based on the settings provided by the HR/recruiting team. Say a company is looking for a copywriter with at least 2 years writing experience having a degree in English and great personality. By using TimeTec Hire, an admin or a recruitment personnel can set these requirements as mandatory e.g. 2 years writing experience, a degree in English, and etc, and when resumes started coming in, these requirements will be compared against the resumes and the system will shortlist a few candidates to go through the next process such as a quiz with a string of relevant questionnaires. Successful candidates of the quiz will then proceed to the interview session, where interviewers will have to fill up the interview score card set in the system for the system to average out the result.

There are plenty of benefits for company to use TimeTec Hire. The obvious ones are time saving, reduce demand on valuable resources, and everybody involved in the process will be kept on their toes on progress and update of recruitment process. Apart from that, automation of recruitment using the likes of TimeTec Hire will eliminate bias that is quite apparent in many organizations because naturally, most people want to do a favor to other people, hence, ‘cheating’ in the recruiting process by selecting candidates dear to the recruiter. TimeTec Hire as well simplifies the onboarding process because when the data are available, the data can be transferred into the HR system such as TimeTec Profile to be further completed with other necessary information. Having your own recruitment solution gives the control back to you, and provide you with comfort knowing that no prospective candidates escape your attention. And one other thing, after all is done, the data are kept organized, secured and easily accessible even after a few months, and this alone is a relief to many HR personnel who are in charge of filing and documentations.




Workforce Analysis Capability
Besides recruitment solution, today’s companies also need other workforce solutions to streamline processes and it is imperative that the 21st century solutions provide more than automation to the HR. Good solutions must not only be of convenience to the admin and users at large, they also must be able to provide analysis on the organization’s workforce, such as work performance analysis, predict employee flight risk, overview of employees Key Performance Indicator (KPI), discipline indicators and etc. The advantages of a cloud-based system is data accessibility. However, data are just numbers and information, and without analysis or interpretation, nothing much can be derived from any solutions. At the one hand, HR can draw their own conclusions from their observations. However, the accuracy of those conclusions could be questionable. On the other hand, by having a system such as TimeTec TA, the cloud-based time and attendance solution that collects attendance/clocking data based on the schedule/roster set by the admin at their disposal. HR can analyze employees’ work rates percentages, identify problematic areas, plan for remedial actions to improve the workforce’s discipline and eventually, productivity, all using reliable and accurate data collected from their employees overtime. In short by HR tapping on an awesome workforce tool like TimeTec TA, they have access to analysis charts to provide an overview of the whole organization down to the selected individuals.



Mobile Technology is Not Optional Anymore
Another technology that HR needs to pay attention to is mobile technology. Smartphone usage is  no longer about calling someone dan texting them. It has evolved to include more useful functions such as e-wallet, banking activities, health and fitness, smart community, music and more. Some useful features that smartphones offer are real time, GPS whereabouts, photos, instant notification and instant updates. Therefore, developers are exploiting those features to offer cool Apps for work and leisure alike. One such App that puts the cool smartphone features to use is TimeTec Leave, the cloud-based leave management system by TimeTec. The App lets employees apply their leave via smartphone and at the same time, the boss or superior will receive the application instantly for review and approval. The employees can also view their leave information such as leave allowances, leave types, leave balances, leave calendar, leave policy and much more from the App. The employer on the hand can derive the leave data for analysis and find areas for improvement to increase employee’s engagement. The mobile technology is part of the digital revolution, and not only a solution like TimeTec Leave is using it, TimeTec TA offers various clocking methods via the App for convenience amongst other useful features offered to consumers. Therefore, HR needs to open up to smartphone Application usage to create better working process and better results for the company. 


As a conclusion, in moving forward HR has to embrace comprehensive and transparent systems that not only able to analyze but also evaluate data and information, while at the same time offering platforms that are inclusive all employees’ views and feedback. The digital era closes the gap between HR and employees more than ever by presenting various options and channels of communication to utilize. The only thing HR professionals need to do is to imagine new ways of delivering HR services to its organization and deploy the technologies available to their advantage.

TimeTec Hire Beta version will be available in July, so head on to www.timetechire.com to try!
attendance on cloud

Keep Your Team Together with TimeTec Profile



Employee’s personal and employment information is most of the time private and has to be kept confidential by the Human Resource department. Information such as staff’s remuneration packages and other sensitive information need to be safely guarded by the HR personnel to avoid office crisis and complication.  Nevertheless, how do the they (HR) obtain and keep that information, as well as how accessible and updated is the information are the questions management need to ask going forward.

Conventionally, when a candidate comes for an interview, the person needs to fill up a form, bring their certificates and credentials, etc, and the HR personnel will file all the information and documents for future reference. While that has worked in the past, it doesn’t mean it has to be that way to stay relevant. Times have changed and many modern companies are indeed looking for a simpler way to manage employee information and that some information needs to be made accessible to other people apart from the HR personnel to achieve corporate efficiency.

TimeTec Profile has been created to centralize all your team members profiles into one place making it easier for authorized personnel to access into relevant information when required. TimeTec Profile offers employee data online, data intact, data correct and updated at all times.

With TimeTec Profile, all employee details can be keyed into the system straight from the interview phase and the information can be directly assimilated into the company’s profile during onboarding process. No more manual data entry required when TimeTec Profile saves all the information on cloud, online, complete with soft copies of certificates and credentials.    Create your company’s own organizational uniqueness by creating relevant fields to your employee’s profile. Get all the relevant details in your system and manage the organizational hierarchy easily through this single solution. No man is an island, and with TimeTec Profile, you can connect your team members effectively and efficiently. Don’t worry about confidentiality or information leak because the admin can determine the access levels of employees to safeguard your company’s confidential information and let different personnel to view different areas.

Through TimeTec Profile also, the company can subscribe to other useful workforce solutions such as TimeTec TA for workforce time attendance and scheduling as well as TimeTec Leave for leave management, and all the solutions can be managed from one place to avoid confusion and mismanagement.

By having everything integrated and accessible through different access levels, TimeTec Profile safeguards all your employee’s information so you can build your organizational structure and keep your team together effectively and affordably.

TimeTec Profile will be available by TimeTec Cloud by December 2017. Rest assured that the solution will be useful to any type of organization at a tiny price. Watch this space for more TimeTec Profile announcement.
cloud solutions for workforce

You Are Absolutely Right, Cloud Solution is Expensive!



When asked about what is a setback of a cloud deployment within an organization, the answer is that implementation cost always tops the list. Customers often wonder why should they subscribe to a cloud solution when they could just buy a one-off similar Windows solution at a cheaper price? Yeah, why indeed.


There is nothing wrong with the existing Windows software except that of the initial get go, there are many steps involved in the installation such as setting up, user login and etc in which you are required to have an IT expert to run it. Trust me, without this guy, nothing moves. And on top of that, Windows software is also made to be quite rigid when sharing with other computers as well as login from other places are not permitted, because it is designed to be location-specific. Plus, don’t expect data from Windows software to be in real-time because it is not on cloud.


When cloud solutions are introduced, it brings a whole new meaning to the term data management. Cloud solutions promote seamless data management that is not bound by location or time of access. At USD2 per user per month for example, not only will managers be able to access the data from anywhere they want but also at anytime they wish too and the data they receive is in real time, which means that the data is always up to date and relevant. Users, on the other hand, do not need to carry their heavy laptops as cloud developers usually offer the mobile app as an additional tool for user’s convenience. The users of cloud system can be anywhere in the world and whenever they use a cloud system the data are always updated in real time for accuracy.


Of course, cloud solution is expensive. Running a cloud solutions team is definitely not easy on your bank account because you need to have the best team of coders to write the best user experience products your brand could ever deliver. The team must be able to identify problems and bugs at all times and they need to fix the problems the soonest possible and provide feature updates all year long with one objective in mind: To provide the best ever solution to the clients. What’s more, cloud servers also have to be set up, maintained, backed up, and secured from all ends to achieve the same objective for the customers. If all these are not expensive, then what is?


But most important of all, cloud solutions will provide customers with invaluable plus improved processes and amazing user experience that extends beyond its price. Definitely cloud solutions are expensive because of its subscription model, but it is loaded with useful features and convenience that makes the price aspect very minute in the bigger picture. By using cloud, users will no longer need to worry about server condition, maintenance, the IT guy, the database, etc because almost everything rests on the shoulder of the developers. On that note, companies that are reluctant to shift to cloud solutions could find their decision to be costly in the near future when data needs to be at your fingertips at all times.

And for USD2, what can you buy? One Nacho Cheese from Taco Bell. Think about it.


cloud solutions

Increase Employee's Engagement, Solve Unfair Scheduling with the Right Solution!

By: Norana Johar

One of the most critical workforce management issues of 2017 is how to deal with the unfair schedules that affect employees. Basically speaking, unfair schedules is when the schedules are built around the needs of the company or organization first with little or no regard at all on the employees’ side.


The consequence of this is damaging in the long run because employees who feel that they have not been treated fairly will eventually lose their engagement with the company. Hence, this will lead to string of problems that will ultimately cost the company its staffs turnover. The impact of losing an average employee could still be manageable albeit it being costly, but the real issue is when a company loses a single skillful staff due to unfair scheduling, then the cost will, in turn, multiplies to include more than just monetary value.


Gone were the days where all says are in the employer’s hands. Nowadays, systems being deployed in handling scheduling must have features that promote fairness within employee/employer relationship. Managers have to ensure that the supposed schedules are planned correctly in the first place in order to avoid any last minutes changes and confusion that could cause their staff’s frustration. What’s more, employers will also need to realize that employees have responsibilities outside of the office too and when work schedules don't even consider those disruptions, it is only fair to say that disengagement will be around the corner. For instance, some employees might plan to spend their time with their loved ones and by getting called to work unexpectedly will leave the situation at home much less to be desired than before. That said, others could also be making plans that involve money such as traveling and when that plan is disturbed; the lost is theirs to bear.


In getting scheduling done right, the schedules have to be planned way ahead of time by the person in charge while those who are involved in the said schedules can check their own and apply for any adjustments wherever necessary. In other words, managers could ‘suggest’ a plan earlier and employees can inject their say within that decision-making period thus promoting a healthy relationship between managers and employees. Avoid last minute changes as much as possible by creating a policy that controls it. For example, no employee is allowed to change the schedule a day before the actual schedule starts except for severe cases like a death of a family member. By broadcasting the policy clearly, employees understand where they stand in when it comes to scheduling thereby reducing any form of discontentment to the minimum.


A good scheduling system has to be an automated system whereby the process for managers to draft schedules is easy and let’s not forget the fact that the employees should also be able to respond to them in real-time. Hence, heightening engagement for the benefit of the organization.

TimeTec TA is a cloud-based solution for time and attendance that has a comprehensive scheduling module that can cater from the simplest to the most complex schedules you might require. Moreover, this solution is connected to the TimeTec TA App that permits employees to view their schedules, request for a schedule change as well as for supervisors or managers to handle all those requests in real-time using either the computer or smartphone which in turn promotes better communication and transparency. TimeTec TA has made scheduling easy and it is designed to stimulate fair scheduling for the benefits of employees and companies.

Attendance

Cloud Solutions Freak You Out?



Let’s do this simple test.

How would you react when you think about cloud solution deployment in your office or for your business?

Would you cringe thinking about all the new software you need to learn?
Would you smile thinking that you might just make the right choice moving forward?
Would you fret thinking about the money you’re going to spend?
Would you sweat thinking that cloud solution will take away your control?

There is no right or wrong in your response. Your hesitance is understandable, but cloud technology is coming our way whether we are ready or not. The good news is that; cloud solution implementation is not as daunting as you might think, and here are the reasons why.

Many people thought that learning a new software is hard, and it takes a while to get used to any new system. While that might be the case with some Windows software, it is entirely different in Cloud; because user experience is the number one priority for many Cloud developers. Cloud developers put a lot of focus on user experience; they would want their clients to know what to do from the get go; so learning cloud solution does not become a problem a users. Adopting intuitive cloud solutions is fundamental to your business operations. To make an informed choice, go for a trial license to gain first hand experience before committing to a long-term subscription. Take baby steps, and you decide if the cloud software is convenient enough for you.  

For most businesses, cost is the key factor in decision-making. It is common assumptions that subscription based products are burdensome and expensive. However, if you think again, and focus on the cost you save rather than the cost you spend. You would notice that implementing Cloud doesn’t require a company to buy hardware infrastructure such as servers and the baggage that comes with it (maintenance, upgrade, etc). On top of that, technical issues are the responsibility of the supplier and data will always be safely backed up, available and accessible to you at all times. You can scale it up and down according to your company’s requirements without much financial risk. “I rather pay USD6, 000 upfront than USD100 monthly over 5 years,” says nobody ever. So with Cloud, you can start small and see how it saves your company’s money as you go along and only commit to more licenses when you feel comfortable doing it.

If cost and training are non-issues to you; losing control could be your thing. The idea of some other company is taking care of your data somewhere, or strangers hacking into your system might freak you out. A good cloud solution will give you control in settings and permission for access. You should have the rights to determine who is authorized to manage your system and what they can see. Cloud doesn’t restrict your access to your data but gives you ample flexibility to control and monitor your data around the clock. Don’t forget to do your due diligence by knowing where your data resides and which web server provider the solution chooses. Do your homework and don’t be afraid to ask a lot of questions.  

Companies are moving en masse to the cloud solutions because they provide utmost convenience to businesses in tomorrow’s world, today.  Not attempting to understand how to incorporate cloud solutions into your business could be detrimental for your future. Start small, have faith in the power of the cloud and feel the positive change.

Don’t freak out; and get the freak on.


Try cloud solution for your staff's attendance today. Get 10 user licenses free for lifetime from TimeTec TA, no strings attached. 
attendance on cloud
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