HR and payroll data, from migration to analytics

Why mid-year payroll system changes need year-to-date balance conversion, what to extract and map, and the QA checks that catch sign and limit errors.

Fuse’s six-step HR and payroll data migration methodology: data matrix, extraction, density report, transformation, loading and validation.

How Fuse extracts, validates and converts ADP payroll data (Quitter, DEM and DEP files) for a move to Workday, SAP, UKG or Dayforce.

Why HR chatbots are compelling (24/7 access, confidentiality, multilingual support) and the questions to answer before implementing one.

How employee survey data on satisfaction, sentiment and engagement can be modeled against workforce metrics to measure culture and predict turnover.

Discusses the difference between new hires and total new hires so you can understand how HR analytics models head count changes.

Understanding the difference between terminations and total terminations is important because how HR analytics uses metrics to model head count changes.

Understanding Retro-Hires and Retro-Terms can save you tremendous time when you need to explain why head count shifted unexpectedly.

How long do you need to keep your HR data? Explore the legal requirements of data retention that apply to your company to be in compliance.

What is position management and what are the benefits of using it in your HR planning. Look at how people analytics can be applied to your workforce.

Head count is more complicated than just counting heads. This explores the different ways head count can be modeled, and the pros and cons of each method.

Thinking about archiving your legacy data first can make migrating to a new HRIS system much faster while reducing the workload.

GDPR's right to be forgotten mandates you archive your dark data, leaver data, data migration and other orphaned types of data.

GDPR compliance can be affected by legacy HCM systems. Find out what you can do to bring yourself back into compliance.

Walking away from HR vendors can have a direct impact on how much data you are able to retain. Explore the options for having a clean breakup

The cloud has fundamentally changed HR data migration. This is a dramatic shift where the old strategies no longer apply.

Decentralized ERP and HCM systems impact data quality for companies. Is there a simpler way without putting the Genie back in the bottle.

Mergers and acquisitions are complicated tasks. We outline the roadmap for HR and payroll managers teams to hit the ground running.

HR & Payroll Merger conversions are headaches without this checklist. Seller to buyer, Fuse has the tools + services for seamless transition.

What do Vince Lombardi and Data Management share? Success can be achieved by keeping it simple by focusing on mastering the basics.

Workforce analytics is easier if you consolidate your data sources into a warehouse. Doing this overlooked task can improve your results.

Cybersecurity regulation can impact HR and payroll in unexpected ways. New York's law on financial data regulates security of personal data.

HR Analytics has become a critical strategic effort. However, is your strategy really a "long view" strategy? Or is it just tactical?

Simple to understand data retention periods for HR data regulations you need to know to create a data retention strategy for your HR data.

Compliance regulations are pushing companies to move historical data archive strategy from a "when I get around to it" to "to do now".

Predictive analytics sounds promising, but predictive analytics can have unintended consequences from data underflow of populations.

What a comprehensive HR data platform must do: consolidate, integrate, archive, convert, secure and comply across SAP, Workday, ADP and more.

Six recommended books for HR analytics, from Ulrich's HR Value Proposition and Hubbard's How to Measure Anything to Kahneman's Thinking, Fast and Slow.

A first look at R and RStudio for HR analytics: import a voluntary turnover dataset and use summary() to profile it by salary, location and job type.

A short introduction to HR analytics with two simple charts: voluntary terminations over time, and voluntary versus involuntary terminations.

How an HR data warehouse strategy links data across systems and geographies, consolidates best-of-breed modules, and preserves history over time.