Oracle HCM Cloud Reviews

The automation and workflow have freed up a lot of time. There's a self-evaluation process with a workflow that goes up to the reporting managers and then back for sign-off. 

It's a closed-loop process that enables 360-degree reviews, which is incredibly helpful. It makes the workforce feel valued and removes ambiguity because the employee is commenting directly.

Job postings and links to job boards are very helpful for talent acquisition.

Oracle HCM's AI initiatives are helpful in reporting from an HR perspective. But I still think AI is an evolving technology, and people don't know how to use it yet. It's a work in progress. But it's certainly helpful in terms of writing emails and reporting.

Localized payroll is the only thing that could be enhanced. 

If I had an observation, it would probably be about the UI. But, with Redwood, users can customize that. In the marketplace, certainly against its competitors, and I'm not a designer, it stacks up really well. So, no, there's nothing I would call out.

So, slight cosmetic improvements in terms of UI.

I work with and for Oracle, and we were building a proposition for someone else. It was to support my own knowledge.

So, I have been working with it for 15 years.

Compared to other solutions, the stability is quite high. I still don't think it's perfect, but I'd probably give it an eight out of ten.

There are around 500 end users. It is very simple to scale. 

I would rate the scalability a ten out of ten. 

I work with an Oracle implementation partner. So there's only one technology available. The decision has been made for me.

The deployment is reasonably straightforward, except for localized payroll. That's an area of complexity. The rest of the solution offering is pretty comprehensive.

The deployment model is generally on Oracle's own cloud infrastructure, but also AWS on occasion.

It can run alongside SAP quite well, but generally, it's a standalone unit. We don't tend to integrate it anywhere else.

We do it in-house. We are an Oracle partner. We design and implement Oracle solutions that we manage ourselves. We're very good at it.

The automation and workflow that's freed up a lot of time for people.

Per manager, per business partner, this solution probably saving five or six hours a week if they're managing people.

There is time savings and increased efficiency. Employee satisfaction also increases significantly.

As an implementation partner, the licnesing varies per customer. We have our own discount levels, etcetera, depending on the customer's location, size, and scale. Generally, the pricing is competitive, probably slightly on the expensive side, but that's a generalization.  

Overall, I would rate the pricing a seven out of ten, it's a bit of a bunker.

Overall, I would rate it an eight out of ten.

We use Oracle HCM Cloud for human capital management. I also use Oracle eBusiness Suite. That's mainly for handling alerts.

Basically, it is a hiring resource system for my company. As an HCM Cloud software engineer, I help our hiring source department manage and understand the system. 

We understand the technicalities through documentation, and then we guide the hiring source department on how the system works and the different modules available. There's a talent management module, for instance.

We guide them because we, as software engineers, have a better understanding of the technical aspects compared to someone who just uses it for hiring purposes.

The system integrates very well with other Oracle systems. HCM Cloud actually fulfills most of the requirements our organization demands from this tool.  

HCM Cloud meets most of the requirements our organization has for the system.

The most important function is definitely managing the employee and employer staff system. This module allows the company to see information about its own employees. It's crucial for our organization, along with talent management. 

Our organization conducts equipment drives every three months, so talent management is also quite important for us.

HCM Analytics has the potential to be a very valuable module. Because Oracle HCM Cloud offers prebuilt KPIs in HCM Analytics.

The GUI interface should be more user-friendly. Because, when I first started working on these modules, I was guided step-by-step by my senior colleagues. 

But for someone new to the system, there should be a better, more user-interactive interface that makes it easier for users to understand. 

When I first saw it, it felt like a human-understandable version of Linux, because a simple Linux system is not user-friendly for most people. While programmers may understand it, the GUI interfaces on current Linux systems are still not user-friendly enough. That's the point. 

When I first saw these modules, I had that initial impression. But, as I started working with them, things started to make sense. So, it was just an initial response, and with time, it was fine.

My suggestion is that the user interface needs to be more user-friendly, especially for new users. 

My organization has been using it for about six or seven years. Personally, I've been using it for around eight months.

I would rate the stability an eight out of ten because there are some glitches. But most of the time those glitches are due to human error.  

I would rate the scalability an eight out of ten. In my department only, there are around 30 end users. 

I haven't personally contacted Oracle support, but my senior colleagues have worked with them and had a good experience with the Oracle support team.

It was already deployed in my organization when I first joined my company. The modules were already selected and the processes were integrated within the system. 

When I came into the organization and was introduced to HCM Cloud, they showed me how it works. I didn't read the documentation in-depth because my colleagues were using specific procedures, so they just guided me through the system. 

However, if the organization starts using a completely new module in the same cloud, I would definitely read the documentation and follow the learning path provided by Oracle. 

Additionally, the company still uses HCM EBS (e-Business Suite), which is the HRMS system. While HCM Cloud seems better in my assessment.

Based on my experience, I would rate the solution a nine out of ten. 

Our customers' main use cases include core HCM processes, covering the overall employee lifecycle, from hire to termination. You can manage all employee records, from onboarding to promotions, transfers, rehires, and offboarding. That's the core functionality. 

Oracle HCM is a full-stack solution, including recruiting, learning management, performance management, talent management, employee and manager experience, and more. It's comprehensive and interconnected.

What our customers like about it: Oracle provides HCM solutions in a software-as-a-service infrastructure. It's not an on-prem solution. It's an Oracle-hosted cloud system. 

So, once a customer subscribes to one of Oracle's HCM solutions, it's hosted by Oracle, and Oracle handles all the managerial functions and the system management functions of the product. 

The customer does not need to invest in infrastructure and the hardware site. It Software-as-a-Service (SaaS) solution. The customer only focuses on the processes and the functionalities of the system. And what Oracle provides to the customers within that subscription. 

And because it's a host of systems and is provided as a software-as-a-service (SaaS), Oracle carries on all the upgrades new functionalities, and new modules within the current subscription of the system. There are four upgrades. There are four increments within a year. In these four increments, Oracle gives all the product changes and the multifunctional gift free of charge because it's a matter of the subscription itself.

So it doesn't require any maintenance. All the maintenance is provided by Oracle.  

In some geographies, you might not find specific localizations. For example, here in Turkey, we can use all Oracle Cloud modules except for payroll. The Oracle payroll module isn't localized for the Turkish system. So, we need to integrate a separate, localized payroll solution with Oracle HCM. This can be considered a disadvantage in the Turkish market, but not every country. 

Oracle Payroll has many localizations for various regions. It just depends on the specific market and its requirements. If you implement Oracle in a country with comprehensive localization, it won't be an issue. But in markets like Turkey, you'll need to integrate other solutions.

However, Oracle is already working on so many functionality and enhancements within the system. So, in each upgrade, product upgrade. The system presents so many involvements and new functionalities, and all of these are designed according to the market trend. 

So, Oracle is especially working on the employee experience within the system; there is no limit or boundary in the means of the employee experience. 

So, Oracle can present new functions and aspects within the employee experience. However, it's an ongoing process, but Oracle can invest more in the means of the product experience. 

There are so many enhancements requested by the customers, but we cannot indicate a specific area or topic about that. Oracle handles that kind of investment pretty well. Moreover, there's a very efficient community, which is called Cloud Customer Connect. 

In the cloud and customer connects community environment, all the customers and partners can raise ideas about the product. And these ideas are rated and discussed by all the HCM professionals. Once the rate of some ideas extends to a specific level, Oracle goes and gets that enhancement request in its development plan- product development plan. So, all these enhancements and requests are handled directly by Oracle in a very transparent and innovative manner.

I have been working with this solution for five years now. 

It's highly stable because the system is totally managed by Oracle, Oracle provides 99.9% availability for the system uptime. All the systems are developed on some basic product standards. The interfaces and the general product do not differentiate according to the modules or functions. 

It's a highly stable and highly homogeneous HCM, especially for the employees' experienced type, and the use of the system is very configurable. And the customers and end users use a very stable and standard processes and interfaces.

The HCM scalability is again very high because Oracle supports the product itself. 

So, once we need an extension, there are various tools that we can use to expand the system. Just like Oracle integration cloud, Azure web cloud service, process cloud service, and visual builder cloud service, we can either personalize the current user interface and the processes, or we can generate or develop some functions from scratch. 

So, all these technological instruments are over there once you purchase an HCM product or subscription.

Oracle provides all the support functionality. There is a support Oracle Com website. All the customers who have an active subscription or product subscription can go and raise their tickets over there and get help and support from the Oracle support channels. 

Also, there is a huge Oracle community, and all the Oracle customers and partners can benefit from the knowledge and ideas shared amongst the community. So there are hundreds, thousands of individuals and professionals who use the Oracle HCM pillar. You can share your thoughts, information, and materials within this community.

Positive

In my previous work experiences, I had indeed worked with some other HCM solutions.

Oracle HCM is a natively developed product by Oracle. They haven't acquired or integrated any external solutions. This makes for a very stable and homogenous technological infrastructure. That's crucial because compared to other HCM competitors, even those on Gartner Major Quadra, most tend to acquire and integrate sub-modules, which can lead to integration issues. 

In Oracle, everything is native and built with Oracle tools, making it seamless and stable. Additionally, the cloud infrastructure is a big advantage. Not all HCM solutions are truly cloud-based. Many are still on-premises. Oracle Cloud HCM provides all the benefits of a cloud application.

The initial setup is not complex because the overall system setup and configurations are supported by a specific tool, which is called the functional setup manager. This is a step-by-step method to carry on all your configurations. 

You can keep track of the progress within the overall setup and maintenance activities, and you can assign some specific setup and configuration steps within your project team; the functional setup manager provides so many internal tools in order to make it easy to progress within your setup. It includes some project management tools. It includes some data import and data extract functional pieces and tools. 

Overall, project management functional pieces are provided by Oracle's internal project implementation methodology, which is specific to cloud implementations. So there's a very huge infrastructure in the means of managing your projects and managing your configuration.

We are implementing and giving support and maintenance consultancy for the HCM products. We are the experts in Oracle HCM Cloud. We also work with on-premise ERP and supply chain modules, but in the cloud space, we're experts in Oracle Human Capital Management.

The resources required for deployment and maintenance are totally dependent on the depth of the project because, in some projects, we may handle one or two modules, or in some other projects, we may need to handle multiple modules within the HCM Cloud. 

According to the depth and scope of the project, we position the talented and certified consultants on the system. So, it totally depends on the scope of the project. Each project member has their own expertise area; we generally divide and categorize the consultants' talents and experiences at which point they are working. We name some of the consultants as functional consultants. Some of them are named as technical consultants. Also, the project managers and data scientists are being positioned in the project. 

The functional consultants generally carry on all the analysis, setup, configuration, and test activities within the project. The technical consultant highly works on the report development or some extensions developing some extensions, or whether the system requires integration with a third party or not. They are also working on the integration parties and aspects. So, we position the consultants according to their expertise areas and the scope of the project.

The deployment of one module depends, but it may take between four and six months.

When it comes to ROI, the enterprise-level companies here in Turkey implementing Oracle HCM Cloud solutions are definitely seeing it. They achieve specific ROI figures within set timeframes.

According to the Turkish market, the pricing is a little bit expensive. There are so many HCM solutions in Turkish markets. So, Oracle is one of the expensive ones. So, not all people and companies can make an Oracle investment easily. 

But when we compare cloud solutions with global HCM solutions, they're not more expensive than an SAP solution or Workday solution, etc. But for our markets, for our country, it's a considerably expensive one. So, in Turkey, we can position Oracle HCM solutions only for enterprise-level companies. 

The product itself is very powerful, innovative, and easy to use. And in terms of total cost of ownership, it offers significant advantages. However, to truly maximize the benefits, a proper and accurate implementation is crucial. That's where partnering with a highly skilled consultancy and implementation team becomes vital. It highly impacts the project's overall success.

So, a customer who wants to invest in Oracle HCM solutions should first have a clear and defined Oracle HCM strategy for their specific HCM processes. Based on that strategy, they can then choose the appropriate modules. Collaborating with a competent and experienced implementation partner is highly recommended. 

Moreover, we highly advocate for a phased implementation approach. We don't endorse or believe in the "big bang" projects. Instead, handling the project in stages or in a step-by-step manner, aligned with the company's HCM strategy, is a much more effective approach.

Overall, I would rate the solution a nine out of ten.

Oracle have been spending a lot of time developing the HCM Cloud product, and it's now a full-featured product set as far as I'm concerned. It covers the core lifecycle of an employee, all the way through from hiring somebody, managing their employment during their time with the organization, all the way through to terminations at the end. Absences are managed, time and labor is there to manage people's working time. It's a fairly full-feature function set.

With the product being in the cloud, that means that the users don't have to worry about having servers on premises, they don't have to worry about all the infrastructure, all the upgrades. They have to test upgrades, but Oracle Cloud Services will provide all of those services as part of the subscription to the product. From a technical point of view, it's a really easy thing for an organization to manage. From a functional point of view, it's a really simply solution to use as well. From the current release, which is release 11, Oracle have introduced what's known as the simplified user interface. All of the screens that every type of user is going to use all look the same. They're really simple to use, so it does what it says on the box. Clean screens, not much information on each screen, and really intuitive to use.

I think Oracle HCM is a full-feature product. It's perhaps that some of the parts of the product need expansion. I come from the UK and we deal a lot with people who want a UK-based, legislatively-based payroll service. There are certain very specific things that have to be done that would be different from other countries. Currently, there are still some important gaps in that. Oracle are addressing that and they have a release program, and later this year we expect to see some of that come in. I think I'd like to see Oracle focus on the key components of the system rather than perhaps some of the more fluffy areas that not everyone is going to use.

A lot of people ask about scalability. That's one of the real benefits of Oracle in the cloud. Say you're an organization that's got 5,000 employees and you do an acquisition and you take on another 5,000. Then Oracle scales for you. You just raise a service request and say, "I need my database to be doubled in size." You haven't got to go through all the internal problems you would have if it was on premises. It's a highly scalable product.

When you're in the cloud you have a three-way relationship. Usually between the customer, their implementation partner, and Oracle themselves. Instead of Oracle just being a software vendor, they've now become a service provider. They have to provide the service to make sure it's up 24/7. They also have to provide the support. The support is really good for Oracle. People who use their older legacy system, E-Business Suite, JD Edwards, PeopleSoft, they use the same functionality within the system to record service requests so everything's exactly the same as it used to be. It's just it might be a different group of people supporting you. The product's now been out there for three or four years and it's becoming mature enough that there's people within Oracle who know how to support that.

One of the big issues at the moment that I think customers have is that the need to make a decision. If they've got an on-premises system, do they stay with that? Do they upgrade it? Get the next version, or do they move to the cloud? Now that's an individual decision for different companies and everybody will have their own reasons for why they decide to move to the cloud or why they don't. I think some of the benefits of moving to the cloud, that you don't have to manage that infrastructure anymore. Also, I think it's fair to say that Oracle really are developing the cloud. That's where all the innovation is going. Although they do update their legacy systems, we see more and more of the innovation going into the cloud first. I think that will just increase over time.

I think there comes a point when a customer who is thinking about moving to the cloud is going to think, "Well, if I buy an on-premises system and I keep that for the next five or 10 years, is that system going to be a bit of a dinosaur quite quickly?" Whereas cloud, it's in its infancy and I guess it's got a longer shelf life at this point. I think it's a decision that will be made differently by different companies. What we're seeing in the market is that more and more people seem to be moving to the cloud now.

I think when you're choosing a solution for the cloud, you've really got to look at is that vendor growing its application portfolio? Is it developing it? Is it bringing out new features? Is it giving you something that is scalable? If I want to grow my organization, will my application grow with me? I think they're the important things. Secondly, I'd look at support. Does my vendor provide the right level of support for me? If I'm a global organization, does it cover me following the sun around the world 24/7, 365 days a year?

I think when you're implementing in the cloud, it's a slightly different process to implementing on premises. There are still certain things about a project which will always be the same. For example, the customer has to do certain tasks and that will still take them as long as it always took them. The implementation partner will have to do tasks to ensure the customer understands what's going on so all of those things are the same. What you find in the cloud is you're buying a service. That service can be stood up almost immediately, and you're paying for it from day one, so the customer needs to see something, needs to see an ROI very quickly. What we do when we implement is we show them in week one what the system will look like. We put some of their own data into it and we go through quite a rapid implementation process.

If somebody asks me to rate HCM Cloud from 1 to 10, I think at this point I'd give it an 8 out of 10. It's getting there. It's a really good product. My company implements it frequently. We've got a lot of business out of it and it's only getting better all the time. The only reason I wouldn't give it 9 or 10 is that I still think there's more that can be done, but I think it's a brilliant product. One of the important things about implementing the HCM Cloud solution is that you need to have a slightly different mind-set, a different approach to implementing it.

The traditional on-premises implementations often took maybe a year or more, would involve a great team of people who would be camped on the customer's site for the whole period, and it would be expensive. I think with cloud, you've got to think of it different because from day 1 that application will work. You need to configure it, but you can customize it, so you have to really understand the product. That's the key to it. We at Certus really understand the product set and we can get the most out of it for our customers because we know we cannot fall back on the option of customizing it because you just can't do that in the cloud. I think it's a different mind-set, really.

I think Oracle HCM Cloud has provided a friendly solution that improved several processes. They moved to a paperless system, eliminating the need for signing numerous documents. Now, all their information is updated and secure in the system, accessible only to those who need it, whether for a specific department or the entire company. They seem happy with these changes.

We deploy Oracle HCM Cloud within the company. For example, recruiting uses the public cloud to attract candidates from public career sites. However, talent and payroll are primarily internal. 

Oracle HCM Cloud is essential for security needs and especially for payroll. The payroll feature is very good.

I think it could use more features, perhaps artificial intelligence, since that's becoming more prominent in the world, and it's not yet implemented in HCM.

I have been using Oracle HCM Cloud for the last seven years.

As a cloud solution, Oracle HCM Cloud is generally stable, but there can be occasional updates that may lead to changes or customizations needing verification to ensure everything functions as expected.

I'd rate the scalability of Oracle HCM Cloud at nine out of ten. We aim to align client processes with the system, although some features remain unused. I'm not aware of the exact number of users or the type of businesses using it, but typically, our clients range from medium to large enterprises.

I've interacted with Oracle's technical support team and they are good. 

Positive

The initial setup is neither complex nor very easy. The deployment time for Oracle HCM Cloud varies based on complexity. It typically involves training main users, preparing manuals, and providing support before deployment. The steps depend on the specific needs and modules involved, such as payroll.

I haven't personally dealt with the cost details, but based on client feedback, Oracle HCM Cloud is considered expensive due to additional support costs on top of licensing fees.

I believe others would find it user-friendly too. Overall, I'd rate it a nine out of ten because perfection isn't realistic.

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.

Positive

I have used PeopleSoft.

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.

We are using it for the HR model, HR payroll, learning management, and performance management.

It has good navigation, and it is user friendly and secure. Every three months, there is an upgrade, and it has new features.

It is a cloud solution, so we cannot do much customization. However, if you have a
past license, you can do the customization, but unfortunately, we don't have a past license. If we had that, we would have been 100% happy.

I have been using this solution for three years.

It is stable.

It is scalable. We have 10,000 users. We are going to continue using it and increase its usage.

We have our own support consultants. We are maintaining the whole support.

We were using Oracle EBS before migrating to Oracle Cloud.

Being a cloud solution, there is no installation. It only requires configuration.

It has a licensing cost. It has a cloud-based subscription, which is quite cheap.

I would recommend this solution to others. Oracle provides a roadmap for every release and publishes it on its website. You can also give inputs in terms of new features that you are expecting. If a certain number of users are looking for the same feature, Oracle will incorporate it into the subsequent releases. 

I would rate Oracle HCM Cloud an eight out of ten.

Oracle HCM Cloud is used for enterprise expenses and modules. It is also used for managing the workforce's jobs, positions, and roles.

Oracle HCM Cloud offers several valuable features, including financial, procurement, and expense clouds. Additionally, the solution's ability to manage employee churn rate, expense reporting, and user-friendliness are noteworthy features. For financial management, users can integrate with a subscription through the Accounting Hub. The procure-to-pay and order-to-cash processes are seamless in Oracle HCM Cloud. Once all configurations are in place, users can enjoy a smooth experience. Also, the solution's performance is very good.

It requires to improve its SaaS products, cash flows, and delivery APIs as we are encountering 500 or 404 errors within our organization. Additionally, enhancements must be made to the SaaS API and Oracle ERP Cloud. Having a tool for continuous integration and deployment would also be beneficial. Moreover, limitations related to file size need to be addressed. Exposure to users on the volume or utilization of servers and memory is necessary. Currently, when users hit the threshold, the system experiences a slowdown. Therefore, Oracle should provide users with information on their utilization and threshold limits, such as increasing memory or scaling up or down on CPUs. We are looking for such recommendations from Oracle.

Our company has been using Oracle HCM Cloud, and in a couple of months, it will mark the completion of two years.

It is a stable solution.

Oracle HCM Cloud is a scalable solution, especially since the cloud version is scalable vertically and horizontally. In our organization, more than 100 employees use the solution. Also, in our organization, we do have plans to increase its usage.

At our workplace, we have contacted Oracle's technical support. I rate the solution's technical support a seven out of ten. I would like to see the support for API integration improve.

Neutral

In PeopleSoft, we are using its financials. Currently, we migrated to an ERP solution. So, we are just using the PeopleTools and the application, in which the tools can be upgraded. In my organization, we have a large user base where we integrate the data with Workday. PeopleSoft HCM and Workday were the options we were using before choosing Oracle HCM Cloud. So, we moved away from PeopleSoft and implemented Oracle Cloud ERP, and that's when we bought Oracle HCM Cloud. The main reason for doing so was the expenses.

The initial setup or implementation process of the solution is fine. The deployment process took place in two days. So, once one has the runbook and everything in place, it is not that difficult.

It has only been 18 months since implementation. So, it is too early to calculate the ROI. We need another six months to consider the ROI calculation.

Though I cannot comment on the solution's cost, a fixed cost is involved based on my understanding. The cost multiplies based on the number of users.

Oracle HCM Cloud can be a viable option for organizations, provided the configurations and rules are properly implemented. The solution tends to work better when an organization does not have much employee turnover or churn rate. However, once a year, in the event of a churn-out of 60,000 employees in a single day, there may be delays in synchronizing certain details. Overall, I rate this solution an eight out of ten.