Traditionally, companies have managed the data review process prior to a major HR system implementation or upgrade by manually compiling spreadsheets, multiple org charts, etc. It is virtually impossible to manage a data transformation without compromising the integrity of the data when using resource intensive and error prone manual processes.
Business Process Re-engineering
New system implementations typically trigger a number of process changes that require modifications to underlying data, such as new pay grade structures, new standardized job titles, realigned cost centers and even entire corporate reorganizations.
Legacy Data Issues
Organizational data housed in the existing HR system will likely contain numerous issues that need to be corrected, including inaccurate, absent or non-standard data stemming from multiple data sources, as well as compliance issues such as circular reporting relationships. In addition, many companies don’t have accurate reporting relationships for people and positions which adds another layer of complexity.
System-centric data requirements
Legacy organizational data must be reshaped to conform to new system-specific data requirements. Every HR system has special data requirements that necessitate additional analysis and changes.
Aquire solutions centralize data analysis and preparation initiatives:
- Increase productivity with an easy-to-use collaborative environment that helps teams visually analyze and manipulate organizational data
- Manage data with simple drag-and-drop features and powerful forms that centralize data entry
- Streamline progress tracking to improve project management
- Automatically reconcile day-to-day organizational changes that occur throughout the duration of the initiative
- Eliminate security and compliance vulnerabilities
- Increase the integrity of your data and guarantee better system adoption rates due to accurate information
