Oracle HCM Cloud Reviews

In my current company, we are using Taleo for recruitment. However, Taleo is not used as completely. It's more used by the end user. Here, we are using the solution for global HR, payroll, self-service, and absence management. We are using it as a full-fledged product.

While it is a beautiful solution in terms of design, we are facing some issues on the payroll side. When payroll processing, we are getting rising service requests and we are getting delayed responses from support. It can take 20 to 30 days to get a solution. 

I'm working on SaaS environment and we are not able to build some business condition validations like validations.

For example, if you use a business trip request feature, we are having some validations, yet we have to check the budget availability. We are capturing that budget availability yet we are not able to do the consolidation and documentation. It's not seamless. 

The application design is beautiful. The applications pages and navigation are very clear.

It is very easy to set up and implement. 

It's not very stable. We have been getting many bugs.

We're not receiving the proper support.

We're having issues with business validation features. 

I've been using the solution for almost four years. 

We're hoping there will be more stability by the end of the year. Right now, it is unstable, and there are bugs. We've dealt with them since day one. That said, many bugs have been resolved. It's getting better. Right now, I'd rate the stability at a six or seven out of ten. 

The solution is scalable and compatible in terms of expanding outward. It's not a problem. 

Technical support is not good. Even if we rate the severity and the need is high, they won't reply fast. They aren't available 24/7. We've done many escalations and they just aren't quick to respond. For example, when something is going wrong with payroll, that's something that needs to be fixed fast. And yet, they just don't move on it. 

The setup is real easy. When compared to the previous version, it's quite simple. Of course, users need to understand a little bit of mapping. That will take some time to understand. For me, it has taken more than one hour to get that complete data flow under mapping sorted out.

Since I am confident with the setup, I can jump right into production. I'm not doing development; I'm just doing setups.

Sometimes there is maintenance. For example, the customer will need some enhancements. There might need to be reporting extensions added. However, it's manageable. It's not a big issue if maintenance needs to be done.

I don't have any visibility on the pricing or licensing. 

I'm a developer and lead consultant. 

I'm currently working with the latest version of the solution. 

In comparison to other solutions, this product is very beautiful. It's a pretty good product overall. 

I'd rate the solution seven out of ten. 

We primarily use the solution for Oracle Taleo. We use it as part of the hiring process and to enter an employee's information. 

The solution has a user-friendly interface. It is easy to see data and transactions. The solution is easy to use. 

Its drag-and-drop reporting is great. It's simplified many things for us. 

We have found the initial setup to be easy. 

The solution is stable.

It can scale. 

Oracle releases each quarter based on enhancement requests and adds more features with applications.

Oracle needs to make some sort of support repository that is up to date. I've been dealing with some documentation that didn't mention a resolution in a 22D release. The documentation should make a note of issues and when they were resolved. It can be confusing for customers if Oracle isn't clear.

I've used the solution for around two years. 

Navigation and appearance-wise, there is a bit of instability as users can get very confused as to where things are or what to do. The applications have been completely redesigned, and it is disorienting. 

The solution is scalable. It's easy to expand. I'd rate the ability to expand seven out of ten. 

Technical support is pretty good. We are mostly satisfied with the level of assistance we get. 

Positive

The solution is straightforward and very simple. It's not overly complex. 

We did start with requirement gathering and making documentation for the client's requirements. After that, we finalized the document and started the CRP phase to make configurations. After that, we move over to production. 

It is super-easy to maintain the solution.

I don't deal with licensing and cannot speak to the exact cost.

We are an Oracle partner and an implementer. I'm an Oracle, HCM, and cloud consultant.

We're working with the latest version of the solution. 

I'd recommend the solution to other users. It's easy to use. I'd rate the solution eight out of ten.

I work for a consulting company. I work with clients who have or are in the process of implementing those systems. I do not use them myself.

I do not have a reselling license. This is an independent consulting firm, and our clients occasionally ask us for advice on ERP systems.

I do not use ERP systems. I work with clients who use ERP systems. I haven't used any ERP system in the last 12 months. ERP systems are used by my customers.

In general, functionality is fine. I don't have any specific functional areas that are an issue.

I don't have any issues with the integration.

In some cases, the price may be lower depending on what is negotiated.

Oracle HCM Cloud is a stable solution.

Oracle HCM Cloud is scalable.

I do some work with different systems from time to time, such as SAP ERP, Microsoft Dynamics 365, and Oracle E-Business Suite.

I am also familiar with Workday.

I've never used any of them. I'm not an end-user. I'm aware of what they're capable of. I understand the process to implement them. I understand the types of issues that must be addressed, but I have never used an ERP system as an end-user.

You will require the assistance of a system implementor.

Pricing is largely determined by what is agreed upon. It's difficult to say that pricing needs improvement, because it depends on what is negotiated and whether you get a good price or not.

Oracle HCM Cloud is a part of Oracle Cloud Fusion. There are many parts such as Financials, Project Accounting, and more. 

You need to have a good, clear design done upfront, and that is well understood by the business. You will need a good system implementation partner. And you must have some level of control over not making changes to standard products. Keep it as close to the standard as possible.

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

We primarily use the solution for people management. We also use it for employee and manager self-service, as an HR module and as a tool for measuring goals and performance. We use the learn module and talent management. We also use the rewards, composition module. 

The solution has much room for improvement in all the modules and we are not wholly satisfied with it. The goal in performance, compensation, learn module, core HR and employee and manager self-service should all be addressed.

The initial setup was complex. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

I rate the technical support as a four out of ten. 

The product features and functions and the GUI (graphical user interface) should all be fundamentally improved. There are many features that are absent from the solution. The data is not synchronized and this is evident when an employee transfers from one location to another. 

The visibility of data is not synchronized in the goals and performance module, which translates into a lack of visibility when it comes to the details. By way of example, I cannot see my performance rating or the details from the previous year or quarter in my position as line manager. 

I am forced to go with and open multiple screens and windows.

The learn module lacks flexibility for gauging the accuracy of the completed learning or the assignment details. It has many limitations. 

There is much to be improved when it comes to employee and manager self-service.

I have been using Oracle HCM Cloud for four years. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

We have 35,000 employees in our organization, so we consider the solution to be scalable.

I rate the technical support as a four out of ten. 

The initial setup was complex. 

The implementation was handled solely by a record team, with the implementation partner being the record office. 

I cannot comment on the cost, as this is handled by a different team. As there is a team that is responsible for this, I cannot specify any one individual to whom this question should be addressed. 

I rate Oracle HCM Cloud as a three out of ten. 

We use Oracle HCM (Human Capital Management) to help set and maintain performance goals. This encompasses HCM, Human Resources, and critical learning.

This product has improved our handling of human resources. For example, before the implementation of this system, we submitted vacation requests on hard copy letters for approval. That took time and was a little clumsy. Now we do not have to call management for things like emergency leave. We just submit the requests and get permission without extra steps. It helps us to efficiently process these events.

If you deploy the product so that it is available from anywhere, employees can submit vacation requests so resources and expectations can be managed. What the most important thing is that we monitor goals, performance and prospective plans. But there are many, many valuable features.

The interface is easy already, but if you improve user interface  — any upgrade of that sort — they will improve the product. We notice an improvement with every update and they should continue to do that.

In our next phase of the deployment, we want to implement the financial modules which has been part of our plan for a while. That is just the deployment of something that already exists in the product. Oracle HCM in some countries only has the payroll module on-premises. We can use it that way, but we would like them to include all countries to be cloud so that it is available in our preferred deployment. Currently, payroll in Egypt is on-premises only because of regulations. We need to be on the cloud so we look forward to that.

Right now, we don't need anything that is really a new feature. Our company will start to more fully utilize the current features already available.

The stability is also very good. In some ways, this is like the scalability. We do not have trouble with load changes.

I think this product has great scalability. Expanding our usage to any number of employees has not been a problem with this product. Every day our employees submit various requests and the performance does not lag. For the modules that we use daily in our system with various loads, it really works as expected.

We have a service agreement with Oracle technical support. When we call them directly, they respond to us quickly and the support and answers they offer are good.

The implementation was complex. We needed a third-party Oracle partner to help us to set up the solution. It needed more analysis, more configuration, and more setup steps than most products we deploy, and it took a long time to go live.

It took three months to go to production live with our team of four and the partner's team of another five people. That included three consultants and one developer. Five or six were always on the project but it varied up to ten people.

We did seek assistance through an Oracle partner.

We negotiated to get a discount and we got a big discount. Normally this product is a little bit expensive something compared with similar solutions. But it is a good value because of what it does.

On an annual basis, we pay about $25,000 for our company. This includes the VAT, support, upgrades and everything else.

This is a perfect product that I recommend to any company that is trying to implement a solution for better management of HR and human capital management.

One big lesson we learned from implementing this product is that this was the first implementation for me on the cloud. I learned about cloud-based technologies, and I learned many things about modular HR. Working this way it helps to scope and plan a good project to make it easier and better to implement and to realize.

On a scale from one to ten, where one is the worst and ten is the best, I would rate Oracle HCM cloud as an eight. To become a ten, they have to work on small things. For example, sometimes users get errors where they make simple mistakes like their location. It could just continue to improve and to be more user-friendly. Their file interface is not user-friendly and they should replace it with a better file app.

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 use the solution for goal management, performance management, recruitment, and other core HR management processes.

I found all of the features to be valuable. Since it is an integrated solution, it brings speed and efficiency to the business process.

Each business has its own unique process for performance evaluation. We work with templates, but the templates in Oracle HCM Cloud are a bit rigid. Once we are done working on a template, we can't change it unless we create a new one.

Creating a new template is feasible. We can create a duplicate template and edit it. However, our clients consider creating new templates to make updates as a challenge.

Some of the functionalities are cast in stone. When businesses have a unique way of doing something, and we tell them that they have to do it in a certain way in Oracle, it gives rise to arguments since they want enough room to accommodate their old processes.

I have been using the solution for the past four years.

The solution is stable. Most of the instability is due to our network connectivity.

The solution is scalable. We had an engagement session with Oracle support, where they explained that they could add some patches to accommodate huge numbers of users. If the number of users increases, we can contact Oracle, and they will do some modifications for us.

Sometimes they provide the solution. Sometimes, the individuals who respond to the SRs do not have the knowledge to help us with our request. It leads to more communication back and forth and causes delays. We could tell they were trying to get their heads around our request. Other times, you get lucky and get people who understand your issues and give you a straight-up solution.

From a functional perspective, the initial setup wasn't a difficult task. However, from a technical perspective, there is a bit of integration involved. I would rate the setup difficulty a seven out of ten.

If we want to learn to implement the solution, we should acquire knowledge about both the technical and functional aspects of the solution. Some of the functionalities or tasks we need to perform are intertwined.

We may do something on the functional side, but then we might realize that we also need to do some technical work. So, it is good to know both aspects, which takes time and effort.

The deployment took us six months. A third-party team did the deployment.

The solution’s pricing is high.

I specialize in HCM. The solution is cloud-based. It gives us a heads-up about interruptions. We cannot just be functional consultants. We must know the technical aspects. From an implementer’s point of view, some businesses want the solution but don't have their processes streamlined. So it becomes a problem, and we end up spending a lot of time on the project. Before choosing a solution, it would be good to do the groundwork by testing the client’s business process and streamlining it as much as possible.

Apart from my reservations about the performance module, I would rate the solution a nine out of ten.

I am using the Oracle HCM Cloud mainly for the finance module, which covers areas, such as core HR and payroll.

Oracle HCM Cloud's most valuable feature is that it is user-friendly.

I have been using Oracle HCM Cloud for approximately eight years.

Oracle HCM Cloud is a stable solution. However, previously it was not. A lot of my clients have migrated from Oracle EBS to Oracle Fusion Cloud.

Oracle HCM Cloud is a scalable solution.

We have multiple clients using this solution.

The technical support from Oracle HCM Cloud is fine.

The initial setup is straightforward. However, it is more complex than Oracle Taleo because it has a lot more features have complexity. It does not take a long time to implement Oracle HCM Cloud. For the core modules, it takes 40 to 45 days to implement.

The cost of Oracle HCM Cloud is high, it could be reduced. There is an annual subscription and it is user-based.

I would recommend Oracle HCM Cloud to others.

I rate Oracle HCM Cloud an eight out of ten.