The world seldom stays the same for long, especially these days, and human resources is no different. Just 10 years ago the average time a company would make a new human resource system was every 7.5 years. Now it’s closer to 3.5 years which means migrating data is happening faster and faster. Whether you are purchasing a new HCM system, Payroll, Benefits, or talent management these days people generally have a legacy system they are replacing which means how to migrate your data is always on the table.
In the past migrating data most often was simply the last year of active data was ported over to the new system which actually hasn’t changed even today. What do you do with the remaining historical data? In the past history was archived in the old system. If you ever needed to answer questions about past data you had to back into that archive to pull up the information. So typically legacy data was simply left in the old system until it could finally be deleted. And when the world purchased software contract in perpetuity you could do this. You owned the software, and didn’t have stop using it. The cloud has completely eliminated this option.
Now people don’t own the software they use. They rent it from a SAAS provider. Whether that is ADP, Workday, SAP Success Factors, or Ultimate Pro all of these modern HCM systems are sold as services, and you don’t own them. This has profound impacts on Human Resources responsibility to migrate data efficiently when switching systems. What could be simply tossed into a closest and mostly forgotten will now be lost permanently when the contract terminates. Ignoring data migration is not possible anymore. You have to have a plan for data archiving.
This comes as a surprise to some people especially if you are acquiring companies and need to consolidate your HR data. You may have to continue paying for contracts of acquired companies until you can migrate HR data into your current provider. Customers often find out after they quit their current HCM SAAS provider they’ll loose data typically around 30 days. This means they have to purchase extensions, or additional data sources to get all of their data out in time.
Depending on the vendor your mileage may vary about how helpful or unhelpful they will be with you getting your data. Some vendors are better than others about handing over your data to you when the contract terminates, but all vendors have their unique challenges when getting your full data.
Fuse HR powered by Fuse Analytics gives you a place to merge and consolidate your HR data into a single system you control. Whether you need to answer a payroll subpoena, analyze your applicant sources, or export all of the non-exempt FLSA employees for the last 3 years. We got you. We know how to migrate your data, strategies for breaking up with your current provider to smooth the process, and help verify what you received is what you need when migrating data between HCM systems.