HR Ground-to-Cloud Transformation

2017

Copyright Fuse Analytics, Inc. 2017

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Who we are

We have spent the last 20 years implementing and migrating global enterprise HR and Payroll data

across many vendors and systems:

We began to see the same customer questions and issues…

ADP Ceridian

SAP

PeopleSoft

Oracle

Workday Ultimate

Customers are facing loss of control...• How can we migrate to cloud platforms quickly and easily?

• I’m leaving an ASP or Cloud software or service provider- what happens to my data history for compliance needs?

• How can I cut costs & complexity of in-house historical systems and data?

• What can do with employee paystubs, W2 and other document history?

• How can I report across all these different systems I will have now and in the future?

• How can I manage compliance for data retention locally and globally more easily across this new, hybrid landscape?

Lessons learned

Through those years we have learned where strategy execution critical paths fail or succeed in HR and Payroll technology and services. These success/failure gaps are rapidly widening due to:

• a rush to cloud/ Saas providers,

• exponential growth of HR and Payroll domain data,

• increasing legal compliance pressures on HR and Payroll locally and globally.

Lessons learned

• More complexity in certain industries high in rate of mergers, acquisitions, divestitures (Chem/ Pharma, Technology, Media, Publishing etc.)

• Additionally in highly regulated industries like Financial Services, Chemical/Pharmaceutical.

• Many customers are still not achieving promised ROI even with cloud implementations. Some are even faced with completely halting migrations to the cloud.

Caution: HR-IT transformation ahead!

• Enterprise HRIT no longer operates in a hub and spoke world- It’s an Application Matrix.

• IoT and Bring Your Own Device (BYOD) can mean compromised HR data and more compliance risk.

• Data is now decoupled from transactional Platforms and applications (a divide between systems of engagement and systems of record).

• HR is becoming more highly specialized.

• HR is industrializing globally.

• HR leveraging highly specialized, best-of -breed global apps, less traditional ERP platforms.

Organizations are underestimating…

• Loss of control over data, reporting, and integration.

• Difficulty with data cleansing, harmonization, consolidation.

• Need for acquisition of enterprise tools for data encryption, migration and integration.

• Resource and skills gaps in cloud technologies.

• Attempts at HR Analytics reporting strategies are obstructed by having data scattered across 3-5 or more core systems.

As a result, organizations are not yet realizing the full potential and ROI of their transformation strategies.

HR Landscape evolution

If your HRIS landscape doesn’t already look like this (or worse), it’s the direction most organizations are headed in.

Customers need a way to get a handle on scattered systems and data for reporting, usability, and risk immediately.

Innovation in this landscape is difficult at best. Organizations have reduced capabilities to address specific process needs that can even obstruct competitive advantage.

Discovery

Looking back across many providers, customers, platforms, years of pitfalls and lessons learned we saw a better way to help enterprise customers with landscape transformation and data management in this new operating model:

• Faster, cleaner movement of HR and Payroll data from ground-to-cloud (and back) with fewer resources and fewer mistakes.

• Putting control over your data, reporting, & integration back into your hands rather than in the hands of ASP, SaaS providers.

• Adding compliance capabilities to manage data growth and legislation complexity risk.

• A simpler, more cost effective way to deliver “big data” to HR.

One-stop for Enterprise Data

Workday

Success Factors

Taleo

Cornerstone

Concur

PeopleSoft

SAP

Oracle

ADP

Ceridian

Custom RDS

Documents & Files…. Legacy Systems…. Cloud Systems

Secure, Massively Scalable Data Warehouse & Analytics

Fuse Platform-as-a-Service

Fuse is a comprehensive global HR and Payroll Platform-as-a-Service which includes all the tools necessary to navigate landscape transformation with ease:• ETL Suite Agnostic Extraction, Transformation, and Load tools with

standard, global HR and Payroll data models moves even the most complex data and documents with ease from any system (cloud and on-premise).

• Scalable, secure HR & Payroll Data warehouse for conversion, history archiving, and rapid custom app development.

• Business Intelligence Reporting to facilitate business user data validation, benchmarking, reporting, and advanced HR analytics.

• App development platform with all the functionality of a Global HR and Payroll system already delivered: 100% web-based UI, Role based data access security, Data Encryption, Self service capabilities, expansive global HR and Payroll UI and data storage, Data integration tools, Document storage.

Business Drivers

Secure, Massively Scalable Data Warehouse & Analytics

Manage Compliance Risk• Enforce retention periods and

purging of PII

• Audit and Control PII access

• Comply with Cybersecurity (NY DFS), Data Privacy (EU GDPR), Data Sovereignty (RU Personal Data Act) regulations

Cut Costs of Legacy Infrastructure:• Software

• Hardware

• Personnel Costs

• Risk Management

Perform deeper Analytics:• Data Harmonization, Categorization

• Over disparate systems

• Over data AND documents

• Over time for benchmarking and Predictive Analytics.

How does Fuse help?

At any or all stages of your transformation lifecycle:

System Selection

Implement / Convert

Legacy Archiving

Reporting / Analytics

• Roadmap, Tools, Templates, Checklists, Methodology for Data conversion and History Archiving Strategy

• Solution architecture fit-gap and design Strategy for complex HR, Payroll ground-to-cloud integrations

• Scope definition toolset

• Advanced HR and Payroll ETL engine for transforming and migrating data in or out.

• Up to date Security features for most ground-to-cloud data encryption and transfer needs.

• Standard, global HR and Payroll data models based on HR-XML

• Data staging for even the most complex transformations between ground (on premise) and cloud systems

• Reporting and UI to enable business users to audit &clean data in transit.

• Templates and Tools for quickly archiving entire global legacy systems (SAP, ADP, Ceridian, PeopleSoft, Workday, etc.)

• Role based HR-centric data access to handle even the most complex global organization data compliance needs

• Comprehensive global scope in HR and Payroll data + document management*

• Advanced history and change control algorithms to ensure accurate effective dated conversion from multiple systems

• HR big data warehouse for consolidated Reporting and Analytics across fragmented HR and Payroll landscapes out of the box

• Standardize global metrics across systems, geographies, and time

• Deliver HR-XML based data models to store and harmonize data easily for reporting

• Fast track your HR Analytics strategy and deployment with built-in Business Intelligence

• Leverage historical data for benchmarking and predictive analytics and compliance.

Sample Client Work• Scalable, comprehensive HR & Payroll data and document history Archiving and

Conversion for mergers, acquisitions, divestitures, or decommissions.

• Consolidation, harmonization of global & local payroll systems (live or for historical information and documents) for compliance and reporting.

• Year-to-date Payroll tax and wage conversions for mid-year go-lives required for tax services transition in US.

• Compliance, Archiving & Retention policy enforcement for data and documents:– Employee relations – Benefits, Pensions– Payroll history and documents (paystubs, W2s, etc.)– Performance, Compensation and Rewards history and cross-system statements– Virtually limitless expansion capabilities…

• Enterprise Global HR, Payroll Analytics leveraging historical data for benchmarking and predictive analytics foundations.

Prioritize Your Data Strategy!

• Don’t put it off! Save time, money, and headaches by implementing a fully baked data strategy, tools and resource plans ahead of landscape change.

• Hit the Delete button on legacy landscapes to achieve real ROI. Most organizations are only adding to their HRIS landscapes, not “replacing” systems.

• Keep control over your organization’s data in a cloud-vendor-dominated landscape. What happens to your data when you decide to leave a cloud provider?

• Proactively tackle your data retention and privacy risk exposure.

Deliver on your cloud transformation promises.

Get informed

For a full demo email:

sales@fuseanalytics.com

For other questions email:

info@fuseanalytics.com

Website:

http://www.fuseanalytics.com