High turnover means lots of HR data; keep the data, not the legacy HRIS

Turnover multiplies your record count

Hourly crews, seasonal peaks, multiple locations and constant hiring mean a food and beverage employer accumulates far more employee records than its current headcount suggests. Every hire, transfer and termination leaves demographic, employment, payroll, time and benefits data that has to be retained long after the person has moved on. If you have changed payroll or HR systems along the way, that history is now split across a live platform and one or more legacy systems kept alive for reference.

Fuse reduces your costs by cutting the legacy HRIS license fees: the records move into the archive and the old system is switched off. To see how much movement your workforce actually generates, try the turnover calculator, and read terminations vs. total terminations for why the two numbers differ.

Keep your data, not your legacy infrastructure

Accessible

Keeping your data accessible means getting the right data to the right people to get the right insights. Self-service gives payroll, HR and store or plant managers answers about a former employee or an old pay period without a ticket to IT.

Compliant

Your people data must last longer than the typical lifespan of an HRIS. Wage-and-hour claims, unemployment and workers’ compensation inquiries, subpoenas and audits all reach back into the records of people who left years ago, so those records have to stay legally accessible. The compliance features handle retention policies, audit access and data subject requests.

Secure

Someone in IT saving an Excel export to a desktop does not cut it these days. If people are your greatest asset, their data should be handled as such. The platform is hosted on AWS with user roles, single sign-on, multi-factor authentication and encryption; see the security overview for details.

Types of legacy data you can store

An extensible document model accepts any unique data associated with an employee, including the documents that pile up in food and beverage HR, from certifications and training records to onboarding paperwork.

• Demographics
• Benefits
• Employment
• Payroll
• Job
• Applicant

The datasets page explains how the archive is scoped and loaded from each source system.

A people-focused HR system designed for the food and beverage industry

We offer data and document storage plus a fully web-based application that emulates common HRIS platforms. Your organization can quickly migrate data and documents and distribute reporting to every level of user, from head office to the individual location.

The intuitive navigation and customizable layouts allow you to store and present new data models beyond simple HR indicative and payroll history data. It includes:

• Pre-delivered global data models for HR, payroll, time, compensation, absences, recruitment, training and events, and benefits.
• A NoSQL backend that lets you extend data structures for organization-specific data of every type: structured, semi-structured and unstructured, plus document and file management.
• An adjustable security model to protect select datasets, documents and personally identifiable information (PII).

A data platform for the future of HR

The Fuse Analytics platform helps customers turn a data liability into an asset.

• Archiving: decommission legacy system data to reduce license and maintenance costs while retaining real-time data access.
• Consolidation: bring global HR and payroll systems (SAP, PeopleSoft, ADP, UKG, Dayforce, formerly Ceridian and others) together with in-house, SaaS and cloud sources, plus the Access and Excel files each location keeps.
• Reporting: keep analyst headcount needs low by providing reporting directly to executives, business unit managers, region managers and line managers.
• Analytics: baseline historical data to advance insights and launch predictive HR metrics, starting with turnover, with the analytics layer.
• Benchmarking: leverage external data alongside internal data to identify opportunities for improvement, such as salary and compensation variances and industry KPI benchmarks.
• Compliance: secure the HR and payroll data and document life cycle.

Request a demo to see the archive with your own data, or start with why archive historical data, and why now.