Any organization with an HCM workforce for hire-to-retire functionality, including areas like payroll, benefits, recruitment, performance, and everything else, is a well-integrated solution.
The most valuable feature of the solution is that it is a cloud-based tool.
The software itself is to manage my company's data. I believe all the solutions that are available in the marketplace. There are more or less a few cloud-based solutions that offer good functionalities. I don't know if Oracle HCM Cloud has any specific functionality.
Having the software in your company means everything is very configurable, so it is actually a boon, while there are some negative sides. The tool's configurable side allows you to have more flexibility, but at the same time, it creates a lot of confusion that still has to do over so much of the configuration, which are areas that are conflicting in nature.
I have been using Oracle HCM Cloud for five to six years. My company sells licenses of the solution to others.
In terms of stability, the performance has really increased over time, so it is a good product.
The scalability of the tool is unlimited. The tool can be used on a use-and-pay basis, depending on the usage and licenses that you need. If you have a drastic increase in your workforce, you can scale it to an unlimited amount.
The solution's technical support is okay. My company understands that the tool offers support for 190 odd countries, so there is a bit of delay in response, but whenever you raise an issue with the support team, you get some satisfactory responses. If you have had only the chance to contact the support team once or twice, and if that has been good, I would have been able to generalize it. I would rate the tool's technical support an eight out of ten.
In terms of the product's installation phase, I would say that it is a SaaS-based product and offers a licensed subscription model.
I am not normally involved in the product's pricing since it normally involves the packages that a user chooses. Pricing differs based on a case-to-case scenario and client-to-client basis.
The major competitors of Oracle HCM Cloud are Workday and SAP SuccessFactors. As it is a strategy-based market, companies definitely offer a lot of discounts to attract buyers.
The tool's performance has improved drastically over a period of time. I started working on the tool in 2012 when its fourth release was available, and now the tool has released its twenty-third or twenty-fourth version.
Oracle takes care of the maintenance of the tool.
Oracle HCM Cloud doesn't provide a payroll solution for many other developed nations, including Australia. As a result, developed nations have to rely upon third-party payroll vendors, who provide good and direct integration. I think the integration of Oracle HCM with the aforementioned third-party tool is really good.
The tool has some AI capabilities. AI is used to analyze existing data and provide predictions. Oracle has developed some prediction tools, such as determining whether an employee is going to have to be given some flight charges or what the performance of this particular person should be. These can be good database points, which are really good for managers.
Oracle HCM Cloud is a stable product that is ready to cater to the needs of an entire market.
I would recommend the tool to others for multiple reasons. I would ask others to consider the brand name and the fact that Oracle has a global presence. If your organization has operations in more than one country, the tool works as a global solution. Nowadays, most of the major vendors are moving to cloud solutions. Oracle HCM Cloud is a cloud-based solution, but by having a global team, you can get good global support. As the tool offers a suite of other tools where you can get a set of integrated solutions like FSCM, SCM, and performance, it works seamlessly. The tool's integration with other pillars is great.
I rate the tool an eight to nine out of ten.