In a context where working methods are constantly evolving, time and activity management (TAM) has become an essential solution for optimising company management. This approach, based on innovative management software, makes it possible to efficiently track time, manage payroll and plan workforce requirements.
Our approach
TAM impacts all employees and departments, delivering significant benefits such as increased profitability and improved social dialogue, while reducing administrative tasks. As specialists in Time Management and Workforce Management, Althéa supports you with solutions tailored to your needs, across a range of sectors such as healthcare, retail and industry.
Our “3A” TAM solution provides a comprehensive response to today’s management challenges, offering features and insights tailored to all organisational specificities. With high-performance management tools, it makes working life easier while ensuring optimal productivity.
This comprehensive system digitalises all processes related to time management, from time tracking through to payroll inputs, including leave and absence management. The key benefits of this approach lie in its ability to adapt to the specific needs of each company, while ensuring full compliance with current regulations.
Digitalise your time and activity management processes!
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Our offer
Althéa’s “3A” time management offer covers the following functional scopes:
- Administrative time management: manage the employee or temporary worker file lifecycle and onboarding/offboarding processes.
- Absence Management: track absences with forecasting and various modulation schemes.
- Activity Management: manage analytical tracking of actual time worked for production monitoring purposes.
Our services
- Our service offerings cover:
- The “essentials” of the pre-project phase (roadmaps, business cases and ROI, specifications, and support for solution selection).
- The “fundamentals” during the project (support with project governance, design, testing, and change management).
- Post-project support measures (organising internal support, support with functional maintenance, and preserving internal teams’ knowledge over time).
- Thematic offerings structured around the following areas of expertise:
- Time Rules: “Monitor and implement regulatory measures” through regulatory compliance assignments, time audits, and management support tools (alerts, reporting, etc.). Time Software: “Adopt/upgrade your Time ERP” through requirements specification, support with solution selection, project management, and change management. Time AI: “Relieve HR teams in TAM control” through assignments to develop AI-based modules for HR and operations, such as “intelligent” control of TAM results, analysis and forecasting of absenteeism and overruns in planned working hours, and automation of data quality control.
Our objective is to provide you with agile and flexible time management, tailored to your needs and operational context.
Key Figures
The second most widely used software in an organization after email
increase in administrative efficiency per employee
of organizations are equipped with a time management solution
of operational managers use it on a daily basis
Our References
For a media leader
→ 2,000+ employees – “TAM HRIS Audit”
Assignment duration: 2 months
As part of an initiative to redesign its HRIS, conduct an audit of TAM/scheduling tools, assess HRIS architecture options, and support the change of solution.
Deliverables
- Detailed audit of all processes.
- Identification of the main pain points and areas for improvement.
- Drafting of a recommendation report and roadmap.
- Benchmarking of the solutions considered as part of the tender process.
- Drafting of the specifications for the tender process.
- Support with negotiation/contracting.
- Support with implementing the solution.
- Support with training end users (time administrators and managers)
Results
Harmonisation and rationalisation across the “client entities” and simplification of the HRIS by integrating a single TAM component, improving interoperability between solutions.
For a tire distribution leader
3,400+ employees in France – “Impact Study for the Implementation of Annualized Working Time”
Assignment duration: 24 months
As part of a reflection on implementing annualised working time, support the HR Director in negotiations with employee representative bodies, analyse the financial and social stakes and the potential gains, and assess the risks of cultural and social change.
Deliverables
- Detailed audit of all processes
- Identification of the main pain points and areas for improvement
- Study possible working time arrangements (annualisation, modulation, etc.): by geographical area, by centre and at national level
- Support the Human Resources Department in its negotiations with employee representative bodies and other social partners
- Analyse the financial and social stakes and the potential gains
- Assess the risks of cultural and social change
- Support the client in drafting and implementing the agreement
Results
- 30% reduction in temporary staffing costs
- Improved utilisation rate for technician-installers, currently between 45% and 65%.
For an industrial leader
18 sites, 9,000+ employees – “Deployment of a Unified Solution”
Assignment duration: 2 years
Project to roll out a SaaS Time Management and on-site intervention management solution to replace local applications.
Deliverables
- Management of the deployment project and internal (Payroll, IT, Security) and external stakeholders
- Collection, analysis and drafting of requirements expressions
- Implementation of a “Core Model” for working time calculation, breaking with certain local practices
- Significant change management, with CSE presentations for each site (18 sites)
- Introduction of time clocks, including for managers
Results
- Harmonisation of management processes, practices and regulatory compliance while respecting site- and job-specific requirements
- Standardisation of the user experience regardless of the intervention site
- Improved data reliability and consolidation with effective reporting
Challenges
<a href="Security: Preventing Working Time Violations">Security: Preventing Working Time Violations</a>
Administrative penalties can have a significant impact on a company, particularly those related to working time. Breaking down silos in the regulatory knowledge base mitigates these risks by promoting capitalisation, harmonisation and social dialogue.
Optimizing Time Management for Improved Performance
Diagnosis/audit to assess practices and improve the TAM information system, thereby adapting the company to the technological and legal context.
HR Optimization Through Data Analysis and Process Reliability
Time and payroll data checks are tedious; AI can automate up to 90%, freeing up time for operational teams.
Contact
Your questions about time and activity management
What are the impacts of time and activity management on existing HR processes?
Implementing a TAM strategy significantly transforms existing HR processes. This digitalisation contributes to better human resources management by:
- Automating the collection of attendance time
- Facilitating schedule validation
- Optimising the processing of payroll inputs
- Improving activity tracking
All of this naturally leads to reduced administrative tasks, more reliable data, significant day-to-day time savings, and better decision-making.
Admittedly, this transformation requires an adaptation and training period. Practical training, accessible at all skill levels, must be provided to master the key features: clocking in/out, activity entry, absence or leave requests. However, in the long term, this enables HR teams to refocus on higher value-added activities.
What is the impact of TAM on social dialogue?
Implementing TAM software profoundly transforms time management and social dialogue in companies, whether very small businesses, SMEs or large organisations. This software solution, which covers schedule management, time tracking and activity planning, brings essential transparency to working time management. Employees and managers now share a common interface that makes it simple and efficient to track time worked, leave and overtime.
Time balances, time tracking via badge readers and absence management contribute to fairer treatment between employees. The system also enables optimal planning of work cycles and ensures accurate tracking of current agreements, particularly regarding day-rate packages and time allocated to different activities.
The positive impact is also reflected in the day-to-day application of collective agreements. The system enables rigorous monitoring of their implementation, ensuring consistent application of rules for all employees. This harmonisation of practices naturally leads to a significant reduction in working-time-related disputes, as potentially contentious situations are detected and addressed upstream.
Ultimately, this modernisation of time management contributes to an overall improvement in the social climate. Employee representatives have a powerful tool to carry out their oversight and proposal role, while management can objectively demonstrate its commitment to transparency and fairness.
This new dynamic fosters the establishment of constructive social dialogue, based on trust and a shared search for balanced solutions.
What concrete value does AI bring to TAM?
In HR, the contribution of AI is particularly noteworthy.
By simultaneously taking into account attendance history, activity peaks and various individual and collective constraints, it suggests relevant adjustments that optimise resource allocation while respecting employees’ preferences.
This predictive intelligence also extends to preventive absence management and early identification of overload risks. Such a proactive approach enables managers to anticipate difficulties and adapt their strategies even before problems arise, thereby ensuring better organisational balance.
AI therefore does not merely automate repetitive tasks: it brings genuine strategic intelligence to work planning and organisation, turning time management into a powerful lever for performance and wellbeing at work.
What are the challenges involved in adopting a time and activity management system within an organization?
Adopting time and activity management software in a company is a major undertaking, with several challenges to address.
First, integrating the new system with the existing HRIS and payroll software can prove complex, requiring meticulous work to ensure reliable information exchange. Next, implementing such a tool requires thorough employee training on its use and specific features for clocking in/out, entering hours, and managing absences and leave. Digitalising manual processes such as timesheets can meet resistance, particularly from workers accustomed to traditional methods.
In addition, managing exceptions and specific rules linked to collective agreements or current legislation can complicate the initial configuration. Finally, acquisition and maintenance costs are a factor to consider, especially for small businesses.
