If you aren't looking at all your data how can you see the big picture?

Fuse Analytics gives you a platform to consolidate and analyze your data across all of your systems.

Simplify Your Data

Simplify Your Data

Whether it is multiple systems from upgrades or corporate mergers having multiple HCM and other human resource systems destroy your productivity. Learn how data archiving can simplify your landscape and increase your teams productivity by simplifying.

Analyze Your Data

Analyze Your Data

Big Data for people analytics is consolidation of all of the data in one place. What holds you back is inability to use all of your data to analyze and make decisions. Find out how Fuse Analytics enables real Big Data for Human Resources.

Secure Your Data

Secure Your Data

Human Resources data is sensitive data that must be secure. Fuse Analytics gives you the tools to ensure your data is protected with Role based access, end to end encryption, and features that enable you to easily comply with regulations.

Increasing the ROI of Workforce Analytics by Single Sourcing

Workforce Analytics is a difficult task for any organization.  It’s a deep subject with lots of techniques, tricks, and gotchas.  However, before most organizations can begin to argue over statistic models they struggle with the mundane task of data collection.  In todays digital world organizations are usually generating the necessary data to perform analytics, but what’s missing is

HR and Payroll Data Retention & Archiving Compliance

The below table is not an exhaustive list of U.S. retention requirements, but covers the basics from a Federal perspective as well as a few specific requirements for Financial Services (BSA regulation)  and Chemical/ Pharmaceutical (FDA regulated industries). When changing HR or Payroll vendors, data retention requirements often force companies into paying for legacy system costs for

Why Archive Historical Data, Why Now?

Many companies know they should ask the question, “what’s our historical archiving strategy?”.  However, too often it ends there being added to a long list of “to-do’s” which never get done. The move to cloud providers and constant shuffle in HR and Payroll software has resulted in more and more orphaned systems, data and documents.  At the same

High Performer Attrition by Compensation Changes

Peril in HR Predictive Analytics

Having spent the past 15+ years in Human Resources technology,  I am generally excited about the things happening with SaaS, Mobile, and Analytics software and technology helping HR bring long awaited strategic value to organizations globally.  However, it is critical that businesses do not out-innovate themselves operationally.   Technology moves at such a rapid pace

The single biggest challenge to HR strategic reporting is…

Fragmentation. More data in more places than ever before. Step 1 to getting ahead of the curve is consolidating your critical data all in one spot for HR where it can be secured and also managed according to data privacy compliance rules globally. Over the past 10-15 years most organizations matured with enterprise HR leveraging systems like PeopleSoft and

Back to school reading for HR Analytics

There are a few books we have run across that are excellent foundations in transforming HR into a strategic business function using Analytics. The HR Value Proposition by Dave Ulrich and Wayne Brockbank A milestone book for HR professionals that led the way to HR beginning to transform itself into a strategic organizational function.  Start here if