Kronos Incorporated

Kronos Incorporated

Type	Private
Founded	October 31, 1977 (1977-10-31)
Founder	Mark S. Ain
Headquarters	Chelmsford, Massachusetts, United States
Number of employees	3,200 (2011)
Parent	Hellman & Friedman
Website	Kronos.com

Kronos Incorporated is a U.S.-based multi-national workforce management software and services company headquartered in Chelmsford, Massachusetts, United States, and employing 3,200 people.^[1]

History

Kronos Incorporated corporate headquarters in Chelmsford, MA, USA.

Kronos was founded in 1977 by Massachusetts Institute of Technology (MIT) alumnus Mark S. Ain.^[2] Under Ain's leadership, Kronos sustained one of the longest records of growth and profitability as a public company in the software industry.^[3] Ain's brother, Aron Ain,^[4] succeeded him as chief executive officer in 2005. Mark Ain continues as chairman of the Board of Directors.

Originally a manufacturer of timeclocks, the majority of Kronos revenue is now derived from software and services. The company provides applications for workforce management, as well as consulting, education, and support services to its customers, including cloud services.

In March 2007, Kronos was bought out for US$1.74 billion by the lead investor Hellman & Friedman and the secondary investor JMI Equity.^[5]

• Kronos was founded on October 31, 1977
• Delivered the world's first microprocessor-based time clock in 1979
• Kronos became a publicly traded company in 1992 (Nasdaq) and went private again in 2007^[6]
• Delivered its first PC-based time and attendance product in 1985
• Under Mark Ain's leadership, Kronos sustained one of the longest records of growth and profitability as a public company in software industry history — second only to Microsoft^[3][7][8]

Products and Services

Software

1. Time and attendance^[9]
2. Scheduling^[9]
3. Absence Management^[10][11]
4. HR & Payroll
5. Hiring^[12]
6. Labor Analytics

Hardware

1. Kronos InTouch
2. Kronos 4500
3. Kronos 4500 Touch ID with biometric verification
4. Kronos 4510 Touch ID designed specifically for Gaming
5. Workforce Teletime and TTE (telephone time entry solution) which provides employees with telephone time-tracking access to a workforce management system
6. Handheld devices which give anytime, anywhere access to mobile employees

Services

1. Cloud Services^[13]
2. Implementation Services
3. Educational Services
4. Support Services
5. Optimization Services

Acquisitions

Kronos has conducted more than 60 acquisitions, some of the most notable including:

• Ad Opt Technologies^[14]
• Principal Decision Systems International (PDSI)^[15]
• SimplexGrinnell^[16]
• Stromberg^[17]
• 3i Systems^[18]
• SaaShr.com^[19]
• Unicru, Inc.^[20]

Litigation with EEOC

The Third Circuit Court of Appeals enforced a subpoena seeking production of documents by Kronos, Inc., in an administrative charge before the EEOC alleging disability discrimination. The charge was brought by an individual job applicant against Kroger Food Co., who did not hire the job applicant and used a Kronos assessment as part of its hiring process. EEOC v. Kronos Incorporated, Civ. Act. No. 11-2834 (September 14, 2012, Third Circuit).^[21]

Kronos, which was not a party to the litigation, objected to the EEOC’s subpoena on the basis that the information requested was irrelevant, and production would require Kronos to disclose protected trade secret information. While the District Court sustained nearly all of these objections, the Third Circuit found that the District Court had abused its discretion in limiting the scope of the subpoena to documents pertaining to certain of the assessment tests.

This Kronos assessment, among other things, measures five personality attributes that collectively constitute the "five factor" model: conscientiousness; agreeableness; extroversion; openness; and neuroticism.^[22] The Five Factor Model is a "dimensional" model of personality. A "dimension" refers to a continuum on which an individual can have various levels of a characteristic, in contrast to the dichotomous categorical approach in which an individual does or does not possess a characteristic. In the dimensional models of personality disorders, personality disorders are classified according to which characteristics are expressed at which levels. This stands in contrast to the traditional categorical models of classification, which are based on the Boolean presence or absence of symptoms and do not take into account levels of expression of a characteristic or its underlying dimension.

When using selection tests, or when contracting with others to administer such tests, employers need to make sure of three things in particular: First, the tests must have been properly validated for the specific positions and purposes to be used (meaning the test or other selection device must be job-related and its results appropriate for the employer's purpose). Second, the tests must be administered without regard to race, color, national origin, sex, religion, age, disability, or any other protected characteristic. Third, the tests must be routinely reviewed to be sure that they continue to be non-discriminatory as applied and from an adverse impact standpoint.^[23] Kronos contends that its assessments are compliant with all applicable requirements.

References

External links

• Kronos Inc Official Web site