Aladtec vs UKG Workforce Central (formerly Kronos Workforce Central)

• Aladtec allows easy access to forms, change orders and schedules from any device.
• Aladtec offers the ability to see the schedule a month at a glance, by the week or day, with full detail of who is on the schedule; giving a bird's eye view of the openings and then able to see specifically who is on each daily schedule.
• Aladtec offers the opportunity to put its recurring schedules and monthly choices and changes. It has several scheduling options that increase flexibility for employees.

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• I personally feel like timekeeping is very well thought out and has some powerful tools built in. There is a bit of a learning curve but with strategically placed SMEs we were able to get the use and functionality we needed out of the system.
• Workforce planning has been crucial in planning operational support in our retail and customer service centers. It is also editable and modifiable as needed.

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• The only item we would like to see is an online training module for our EMS staff. Being able to upload training items and quizzes for our staff to do under their user accounts would be a huge asset for our department and others. Similar to the Moodle training software.
• No other issues to note.

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• Kronos can take a simple task and make it overly complicated. This is the problem when the program is so incredibly robust.
• All of the tax withholding and filing was handled autonomously by our previous payroll company. We had little knowledge of what they were doing. With Kronos, we are required to provide filing schedules, specific EIN for each locality, etc. This is something we would have preferred not to concern ourselves with and was much easier on us when the previous company was handling.
• Kronos seems to be geared toward large organizations with a payroll department, accounting department, HR department, etc. Our company is small and has only one employee in each of those roles. As such, Kronos can be a real burden on that one employee to do a lot of work that should be handled by a team of people, especially in the implementation phase.

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• In the first 12 months of use we saved nearly 13x our investment in overtime alone. The following year we realized an average of 46 hours per week of time saved in workforce management.
• We have seen no negative impacts from the use of Aladtec. Our only regret is not having it earlier.

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• Workforce Central has allowed the University to manage compliance at a higher level with the consistent application of rules.
• Workforce Central has allowed insight into the time collection process at the University with a granular audit trail.
• Support for the Workforce Central system requires a partnership between campus IT and the functional (payroll) employees. The system cannot be installed and forgotten and must be actively managed.

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