Solutions
One archive for every system you have ever run
Companies that grow by acquisition end up with several HR and payroll systems, each holding part of the workforce's history and each costing money to keep. Fuse Analytics consolidates that history into one archive with a common data model, so the extra systems can be retired and reporting finally covers everyone.
The cost of running several
Each extra system is a licence, a support contract, a set of integrations and a security review, and a place where part of the truth about the workforce lives. Headcount is reconciled by hand between them, pay history is split by era, and a question about one person may need three logins. Migrating everyone to one HCM fixes the future, but the history stays where it was unless something is done with it. Increasing the ROI of workforce analytics by single-sourcing makes the case for one source.
A common model across sources
Fuse loads from UKG, ADP, Workday, SAP, Dayforce, Oracle, PeopleSoft and in-house databases into pre-delivered data models for HR, payroll, time, compensation, absences, recruitment, training and benefits. Each source keeps its original structure in the archive, and the common model sits over all of them, so a person who moved between two acquired companies has one history.
Analytics on the whole history
With every system in one place, headcount, turnover and pay history can be reported across the entire company and its entire past; see analytics, The HR data warehouse as a strategy and Head count and the many ways to calculate it.
Where to start
Consolidation usually starts with a deal; see mergers, acquisitions and divestitures. Data archiving describes what the archive holds, and the dataset intake form is the fastest way to scope the systems. Then book a demo.
Running more HR systems than you need?
Talk to a data specialist about consolidating the history of every system into one archive so the surplus ones, and their fees, can be retired.