or better (and sometimes worse) technological advances over the past 10-15 years have created an almost unimaginable snowball of enterprise data. In Human Resources this pertains largely to people data and compliance reporting. Although many companies maintain policy documents for data and document retention timeframes they seem to be rarely strictly enforced. In addition the rate at which governments pass data privacy laws in individual countries is making the job of HR master data and document management even more complex, especially for global companies.
How does Fuse help?
• Identification of PII (Personally Identifiable Information) in data and documents.
• Tagging of documents and data with retention policy rules
• Consolidation and Security of legacy and current data and documents
• End to end lifecycle management from import to purging of data and documents
Risk exposure of data is a function of volume (# of records), time accessible, and frequency accessed. It is complicated by the fact that individual countries are passing laws to limit data privacy risk and data retention faster than many companies and HR departments can adapt.
Most regulatory reports, customer reports, and interfaces pull data only through the last 3 years of history while the older data remains idle in the system(s) without Analytics applications in place.