Case Study: Rutherford Investment Company Partners with isolved to Evolve from Operational to Strategic HR

Case Study: Rutherford Investment Company Partners with iSolved to Evolve from Operational to Strategic HRWhat You Need to Know

We often discuss digitization as a way to facilitate operational HR—the nitty gritty fundamentals, the necessities, the boxes that need to be checked. The assumption inherent in these conversations is that greasing the path for these compliance-oriented tasks will free up time for strategic HR, reducing administrative tedium in favor of higher-level, people-oriented efforts. This journey to HCM maturity is a long series of steps, each at once meaningful and small. It is a path to success we’ve seen unfold time and time again with users of isolved.

Put these small steps aside, however. Consider also that it’s so often the small things that define the employee experience, always a priority no matter where an organization is in its HCM maturity. These make the difference in whether team members sense that the company sees them as people or as mere “human capital.” Strategic HR might seem like a big thing, and it is, but it is just as achievable in the small things. Though simple, gestures like birthday greetings and anniversary acknowledgements are also personal. Successful management of these instances, which have such an outsized impact on the employee experience, can really only be done with technological automation in place to allow leaders to stay abreast of these details.

Rutherford Investment Company’s success with isolved, detailed in this report, is sweeping and inspiring. The employer has brought order to an HR ecosystem that was mostly unautomated. Beyond this, the employer’s ongoing journey to HCM maturity also gives us a glimpse of how modern HR software can facilitate success at another level: in its usefulness for operational HR, being truly essential for strategic HR in accommodating leadership’s ability to get the small steps and small things right.

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