Keep your institution's data, not your legacy infrastructure

Why campus people data outlives the system

Higher education runs some of the longest employment relationships in any sector: tenured faculty, long-serving staff, adjuncts who come and go each term, and a large rotating population of student employees. When the institution moves from an on-premise system such as PeopleSoft or SAP to a cloud HCM like Workday, that history seldom fits the new platform’s data model, and the old system tends to stay switched on just to answer questions about the past.

Keeping the legacy system alive for its records means paying license, maintenance and support fees for software nobody uses day to day. Fuse Analytics gives you the records without the infrastructure.

Accessible, compliant and secure

Accessible

Keeping your data accessible means getting the right data to the right people to get the right insights. Self-service gives HR, payroll and finance staff answers about a former employee, a past pay period or a benefits election without a ticket to IT.

Compliant

Your people data must last longer than the typical lifespan of an HRIS. Employment, payroll and benefits records have to stay legally accessible for compliance reports, subpoenas, audits and records requests long after the system that produced them is gone. The compliance features cover 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 the full picture.

Types of legacy data you can store

An extensible document model accepts any unique data associated with an employee, so a campus-specific field or document set is not a blocker.

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

See the datasets page for how the archive is scoped and loaded from each source system.

A people-focused HR system

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 throughout the institution to all levels of users.

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, Dayforce, formerly Ceridian and others) together with in-house, SaaS and cloud sources, plus the Access and Excel files every department keeps.
• Reporting: keep analyst headcount needs low by providing reporting directly to executives, deans and department heads, business unit managers and line managers.
• Analytics: baseline historical data to advance insights and launch predictive HR metrics 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, and read how long is too long for data retention for the retention questions that usually come up first.