Nonprofit Modernizes Operations with isolved

isolved Helps Lift Vibrant Nonprofit Philadelphia FIGHT Out of the "Paper-Lithic Era" of HR

Independent analyst firm 3Sixty Insights spoke at length with Colleen Davis, payroll/HR systems manager at Philadelphia FIGHT, a Federally Qualified Health Center (FQHC) supporting multiple populations. Her employer has a story illustrating how an organization can swiftly get into the HCM Maturity Model and begin evolving in its HR function.

Davis led the charge to modernize HR at Philadelphia FIGHT through automation with isolved and experienced significant results by lifting HR out of an administratively heavy “Paper-lithic Era.”

A Quick Look

There are several versions of the well-known HCM Maturity Model, a framework for understanding and pinpointing where HR departments are in their evolution and where they can eventually be, from purely operational to strategic. The whitepaper walks readers through an easily accessible explanation of The Five Phases of HCM Maturity according to isolved, in order: Basic, Integrated, Automated, Developed and Engaged.

In commencing their journey through the phases of the HCM Maturity Model, HR departments first strive to become tight in workflow, introducing efficiency to the absolute essentials for employing people. When they become fully mature, they are proficient and effective in influencing the employee experience and employer brand.

A lot happens in between. Meanwhile, so-called thought leaders in human capital management (HCM) like to talk about the future of work, where fully mature HR really thrives. And they should talk about this. It’s where HR wants and needs to go, but the reality is that, just like Paleolithic Era humans were in the Old Stone Age, HR departments at thousands of the small businesses across North America are in the Old HR Age.

Stuck in a “Paper-lithic Era” day in and day out, most are just trying to barrel through an administrative juggernaut without making any mistakes.