Oracle HCM Cloud Reviews

It's for HCM, onboarding users, and managing employees.

The solution is deployed on the cloud, and we always use the latest version.

There are more than 1,000 people using this solution in my organization when they want to create or expand their learning system.

In terms of ERP, it's a good product. It's convenient.

It could be more user-friendly.

I've been using this solution for 18 months.

It's stable.

It's scalable.

Technical support is okay.

Setup isn't easy, but it's not difficult either.

We used a consultant for deployment.

I would rate this solution 7 out of 10.

For those who want to start using this solution, I recommend that they train and set aside some time for the upgrade testing.

We were using Oracle HCM Cloud for many tasks, such as procurement, and supply chain risk management.

The most valuable feature of Oracle HCM Cloud is its integration.

Oracle HCM Cloud could improve by adding AI and more offline capabilities.

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

The solution is stable.

The solution is scalable. The solution is best suited for mid-sized to large companies.

I have previously used NetSuite and SAP Business One.

The initial setup of Oracle HCM Cloud is complex. It is complex for coding and creating. The solution is highly flexible and has many features with the configuration making it more complex than the NetSuite. The configuration setup takes time.

The price for Oracle HCM Cloud is expensive in Iran, but in other countries, such as Turkey, it can be reasonably priced. 

There are times when the deployment requirements can change and in some cases, we need to have a lot of customization and personalization. This can increase the time the project takes and the cost of the project. 

There are some projects where we need third-party software. For example, in a large Turkey and Dubai company, we use the time and labor inside Oracle, but for the others, we didn't use them. We have to create it in-house or we can buy the missing tool from another company. The integration from these third-party companies costs money.

We make a lot of effort in finding what is the best suitable solution for a company. I would recommend others to do their best and research what solution best suits their company's use case and proceed from there. 

I rate Oracle HCM Cloud 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.

We provide solutions to customers, such as Oracle HCM Cloud.

We have one financial institution customer that we are in the process of implementing the solution. 

The solution is used for finances, procurement, and for everything HR.

The most valuable features of Oracle HCM Cloud are the easy ability to customize the solution and applications. Additionally, the solution updates the solution 

The solution could improve by having better integration between on-premise and the cloud. It can be difficult and time-consuming to migrate our applications and interfaces.

Oracle HCM Cloud is not integrated well into Pakistan's industries.

Within the past year, I have utilized Oracle HCM Cloud.

The solution is reliable and stable.

The cloud version of the solution is quicker than the on-premise.

Scalability is not required, but it is scalable. However, there are plenty of modules if a company wants to purchase them.

The support could improve to provide companies with migration assistance. The response time for the support from Oracle HCM Cloud is good.

I have used other solutions, such as SAP SuccessFactors.

We have a lot of data to implement in a large banking environment making the process difficult. It can take approximately two to four months. In smaller environments the implementation.

The is a license needed to use the solution. The license can be paid in different increments, such as quarterly.

I would recommend this solution to others.

This is the solution we are currently using and we would like to encourage others to implement it as well. With half of our team working from home, it is important for our HR staff to be accessible through the cloud. There is no need for them to physically come to the office as they can easily access their service apps and dashboards remotely.

I rate Oracle HCM Cloud a nine out of ten.

The client I have wants all their system working for the recruitment on the cloud. For example, we are trying to transfer all their data to the cloud on Oracle HCM Cloud.

The valuable features of Oracle HCM Cloud are the frequent updates, if there are any discrepancies, we consult with our record directly and they come up with the solution for the betterment of the cloud.

The user interface is easy to use, has plenty of modules available, and the overall solution is user-friendly.

I have been using Oracle HCM Cloud for approximately one year.

There have not been any issues with the stability of Oracle HCM Cloud.

The scalability of Oracle HCM Cloud is good.

I rate the technical support of Oracle HCM Cloud an eight out of ten. There is some room for improvement.

I rate Oracle HCM Cloud a nine out of ten.

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 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.

I'm helping customers with using the product. We are a reseller and implementation partner, and we also support  customers with the maintenance of the product. It is being used for core HR absence management and goal and talent management. We are currently also exploring the integration with a payroll system.

One of our customers is using version 21C, and two other customers are using version 21D. It is absolutely cloud-based.

Talent management is good to find top-performers and make improvement plans for and with other workers

The absence management can use some improvement. Due to all the flexible working, the part with work schedules could be a little bit more flexible. 

We were demonstrating the reporting tool, and there was one competitor that had a solution that was not yet included in Oracle. Its reporting tool is fine. We had to do a presentation, and there was some other company doing a presentation of a specific reporting tool, and they were able to show a window in a window. That feature was very impressive, and that's not yet possible within Oracle. It might get added in the future. It is nice when you have a kind of dashboard with a graph, and you can easily compare it with another graph.

I have been working with and using the product since it has been on the market.

Its stability is okay. That's not a problem.

Its scalability is also not a problem. If your business is growing and you get more employees, you just pay a little bit more contribution. The subscription will change. That's not a problem.

One of the clients has only 300 workers using the system, and the other one has something like 18,000 or 19,000 workers using the system. They do have plans to increase the usage.

Their technical support is okay. I don't have any problems with the Oracle support part. They are of great help.

Positive

They switched from another product to Oracle. A client has a combination of an HR and payroll product, and they are currently considering moving to Oracle HR for the core application and then integrating with the payroll provider.

I was involved with one of them, and it was quite straightforward. It was not that complex. Another one was done with another partner company and Oracle consulting, and that was a little bit more complex due to many countries and localizations that had to be used, especially as per all the local regulations for absence management, entitlements for all the employees, and stuff like that.

The environment was available within a few days. That was not a problem. The entire implementation was something about three to four months.

In terms of maintenance, for the smallest one, it was one worker doing it part-time. For the other one, it was a little bit more complex because they are in many countries. So, they have a kind of a global team, and they have local people working on it. The third client has something like three people for the payroll interface and maintenance of the system.

The contract for one of them will be extended for three years and for another one for two years. One of them is paying monthly, and another one is paying per quarter. I don't know about the third one. So, it differs.

I would advise others to try to stay with the best practice business flows as much as possible. Try the standard product as much as possible before considering to make small changes that are required by one or two people. One of my customers had a requirement of making customizations to the forms, such as removing fields, but after a year or so, they suddenly realized that those fields could be very useful. They had to be enabled again. So, it's better to stay with the standard product and provide correct instructions for the users.

I would rate this solution an eight out of 10.