This document discusses HR Ground-to-Cloud Transformation and introduces the Fuse Platform-as-a-Service. It summarizes that organizations are facing increased complexity in managing scattered HR data across multiple systems as they transition to cloud platforms. The Fuse Platform provides tools to help with data migration, reporting, compliance and analytics across hybrid HR landscapes. It features a scalable data warehouse, ETL capabilities, and reporting tools to help organizations navigate HR transformations and put control of their data back in their hands.

1. HR Ground-to-Cloud
Transformation
2017
Copyright Fuse Analytics, Inc. 2017

2. Legal
This material and its content is copyright of Fuse Analytics. © Fuse Analytics, Inc.
2016. All rights reserved. Any redistribution or reproduction of part or all of the
contents in any form is prohibited. You may not, except with express written
permission, distribute or reuse content.

3. 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

4. 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?

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.

11. 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

12. 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.

13. 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.

14. 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.

15. 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.

16. 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.

17. Get informed
For a full demo email:
sales@fuseanalytics.com
For other questions email:
info@fuseanalytics.com
Website:
http://www.fuseanalytics.com