HR analytics from all your sources? Fuse can help.

Why Fuse for HR analytics

Fuse changes the way you store, access and pay for HR data, and provides integrated analytics across disparate data systems.

An HR data model out of the box

We provide the data model and the modeling you need to enable people analytics, so all you have to do is fill the model with your data.

One picture across every system

If you have multiple HR systems, doing analysis across multiple packages is complex and close to impossible. Fuse consolidates data models from multiple systems to give you the big picture view of your organization across all geographies. Whether the source is UKG, ADP, Workday, SAP or Dayforce, current or retired, it lands in the same model.

Metrics over time, not just today

HR analytics is tough, but it is even tougher to produce trend data based on history. How do you know where you are if you do not know where you have been? Fuse makes building metrics over time as simple as it gets, because the platform is also an archive: the history a legacy system would otherwise take with it stays in the model.

Workforce planning has been a goal for decades, but it is extremely difficult to achieve and analyze because it requires trending data. Without historical data, machine learning and predictions are extremely suspect at best.

Self service for the people who need the answers

Pull complex reports with ease. Self-service analytics for front-line HR people make it easier to get the data you need to make decisions quickly, with less IT involvement in HR functions.

Robust security

Analytics runs on the same platform as the archive, so it inherits the same controls: user roles, single sign-on and multi-factor authentication. The platform follows strict protocols on data storage and security and supports GDPR compliance, including data subject rights. See security and compliance.

Metrics you can build

The delivered model supports the standard workforce measures. A few of them have definitions that trip teams up, so the blog covers headcount and its many forms, new hires versus total new hires and retro hires and retro terms.

Workforce

• End of period headcount
• Average headcount
• Headcount growth
• Tenure
• Time in position
• Promotions
• Net promotions
• Time since last promotion
• Transfers
• New hires
• Retro hires
• Rehires
• Net hires
• Terminations
• Retro terms
• Terminations growth
• Voluntary and involuntary terminations

Workforce planning

• Vacancy
• Budgeted headcount
• Key headcount
• Planned headcount

Benefits

• Eligibility
• Benefit participation

Compensation

• Salary
• Bonuses
• Time since last bonus
• Time since last salary increase
• Salary growth

Recruitment

• Number of applicants
• Number of offers
• Number of accepts
• Time to first application
• Time to first offer
• Time to accept
• Time to fill position

Income and balance sheet

• Revenue per head
• Earnings per head
• Cost of goods sold (COGS)
• Operating expenses
• Other expenses
• EBITDA
• EBIT

Turnover is where most organizations start. The turnover calculator estimates how many employee records a workforce accumulates over a number of years, which is the history those metrics are built on.

Topics you can explore

Easily find information on any of these topics:

• Diversity and inclusion
• Women in leadership
• Employee relations
• Engagement
• HR efficiency
• Learning and development
• Recruitment
• Reward
• Talent
• Gender pay gap

Industries

Fuse serves organizations in higher education, financial services, life sciences and manufacturing, along with other enterprises consolidating people data from more than one system. If analytics is part of a wider system change, see HCM and payroll transformation.