November 26, 2012
Recently we’ve been working with a handful of clients that have chosen to, or are at least exploring the option of, migrating legacy HR/employee data from systems they aim for us to replace or significantly enhance. In certain circumstances, these systems are older and quite antiquated. As we dive deeper into conversations with clients, begin the mapping of data from one system to the next, or simply explore the past reasoning for not taking action, a prevailing theme appears. We think of it as legacy data paralysis: continuing down a knowingly flawed path instead of biting the bullet and taking action to remedy the situation. As HR continues to move toward a cost driven, efficiency focused model, such as leveraging the advantages of a HR Shared Service Center, the ability to produce the proper analytics to measure and fine…
BREAK FREE of Legacy HR Data Paralysis
November 26, 2012
Recently we’ve been working with a handful of clients that have chosen to, or are at least exploring the option of, migrating legacy HR/employee data from systems they aim for us to replace or significantly enhance. In certain circumstances, these systems are older and quite antiquated. As we dive deeper into conversations with clients, begin the mapping of data from one system to the next, or simply explore the past reasoning for not taking action, a prevailing theme appears. We think of it as legacy data paralysis: continuing down a knowingly flawed path instead of biting the bullet and taking action to remedy the situation. As HR continues to move toward a cost driven, efficiency focused model, such as leveraging the advantages of a HR Shared Service Center, the ability to produce the proper analytics to measure and fine…