Oracle HCM Cloud Reviews

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.

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.

Oracle HCM Cloud can be used for workforce management.

The solution has good integration with other applications.

I was part of a program I went to where I had a discussion on the latest innovation of the Oracle HCM. I think some of the newer technology innovations, such as gamification and consumerization are areas that could be improved. Additionally, there are certain areas of global compliance where there could be improvements. We use a lot of standalone applications for these elements and we are looking forward to having those elements all in one application.

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

The solution is stable.

Oracle HCM Cloud is scalable. Oracle is spending a lot of effort in research and development to increase scalability and speed with the high demand for mobile usage.

We have approximately 30,000 users using this solution in my organization.

In a previous organization, I used Workday.

The implementation of the solution is easy because it is a cloud solution.

There is a license required for the use of this solution and we are on an annual license.

I would recommend this solution to others if it fits their organization's use case.

I rate Oracle HCM Cloud an eight out of ten.

Compared to earlier, older versions, HCM Cloud has built-in business intelligence and reporting capabilities, and not just transactional. In other words, it provides actual analytic capabilities that are pretty good. Insofar as specific functionalities go, it has on the accounts tables side built-in document image capturing tools. There's no need to rely on third-party products anymore.

I do quite a lot of work in the GL, general ledger. Oracle has built some Hyperion planning and budgeting capabilities into it, which, in older versions, were separate investment appliances. Every customer I've spoken with has really liked those features, at least in theory.

Lowering the total cost of ownership would be nice. We're a consulting organization, so we help implement Oracle HCM Cloud. We want to help our clients optimize and see reductions in execution times. Traditional ERP implementations released for global manufacturing companies used to take anywhere from eighteen months to two or three years. With HCM Cloud and some accelerators and other capabilities, we can reduce those execution times by at least six to eight months.

Also, the financial and supply chains need more integration with companies' business processes and their feedback provided to Oracle consulting partners like us. This helps with further improvements in the future.

I've been using it for about a couple of years.

We haven't had any issues with deployment.

There are some modules and suits that are more stable than others. HCM is very robust and stable, and that's why you soon many clients adopting it sooner. But when it comes to supply chain and financial clients, it's still something written with bugs. Oracle product development is obviously working hard to improve on that.

We see a lot of adoption from the clients going in for an on-premise, which means you have everything in-house at your own location, but then scaling it up to go to Oracle HCM Cloud and having Oracle host it. This mitigates some of the fears that clients have in terms of security and scalability and elasticity of the product. Once that is worked up, we have seen that the product supports any business decision in terms of scalability.

There are some areas that are more robust and more mature in terms of the offering than others. We do, obviously, based on our relationship with Oracle support, get ample support for what we want and when we want it, but because of the maturity levels in some of the offerings, like supply chain and financials, Oracle support themselves struggles sometimes, so we work to reach out to our counterparts in product development to get what we need.

It is actually much easier now than it used to be. It's all vanilla and it's pretty much straightforward. Obviously, there is a lot of training that is involved, but it's much easier and much less stringent than the previous versions in terms of navigation.

The future is the cloud, so if you, as an organization, are reluctant to go on the cloud and adopt that, the only advice there is to get on the bandwagon and adopt this product. Be an early adopter to reap the benefits. Don't wait. If you miss the train, you miss the train.

The UI has helped us decrease the cost of training our users to use different aspects of the system. It’s very modern and has aspects that the users are familiar with from other sites, like Amazon or Apple, so the tool is very simple for them.

I personally tried implementing this HR functionality in another Oracle product called E-Business Suite, but it didn’t have a good adoption because of the user experience. So, we were early adopters on this and we’ve moved forward with different versions.

Integration. We still have Oracle E-Business Suite in other business areas, so integration of HCM Cloud into it would be an improvement.

Also, they should be working towards making the back end simpler for IT.

I've used it for almost three years.

No issues encountered.

No issues encountered.

We haven't scaled it since it was implemented.

7/10.

7 to 8/10.

We were using another solution from Oracle, and switched because of the more modern architecture and better user experience.

It's very straightforward, very simple. Coming from another Oracle tool, they’ve done a great job simplifying the setup and the steps for performing the setup. It was very simple because it’s cloud-based.

We did it internally. We have a team of experts.

I think it’s pretty straightforward. I would advise others to make sure that they have a plan in place and that they’re prepared before they sign the contracts. Since it’s cloud, once you sign the contract the clock will start ticking and you’ll start playing. Getting ready, preparing for the project, and working with the Oracle Sales team on the contract is very important to save some money.

We didn’t compare with other products. We’re an Oracle shop.

Have a knowledgeable partner who knows your HR processes. Don’t select a partner just because of their technical skills with the product or knowledge of the product.

We used Oracle HCM Cloud for core HR, such as training, career planning, workflow, documentation, and performance management. We used a local solution to cover other functionalities linked to the local legislation, so Oracle HCM Cloud, being a global solution, couldn't cover the rest of the functionalities. In Central Europe, for payroll and local attendance, local solutions need to be used.

What I like most about Oracle HCM Cloud is that I didn't see any area that needs to be dramatically improved.

I also appreciate that it has good integration with other Oracle products. The process of integrating Oracle HCM Cloud is rather explanatory.

I also found the Oracle library to be helpful.

As Oracle HCM Cloud is quite a robust solution, I like it versus other solutions. I like the people at Oracle.

Visually, Oracle HCM Cloud needs improvement. For example, the employee portal looks rather old, so it would be awesome if Oracle refreshed its design or if the portal looked more modern. Oracle HCM Cloud works, but visually, it needs improvement.

There's nothing specific I'd like added in the next release of Oracle HCM Cloud. Of course, you always have electronic signatures or various levels of electronic validation and advanced payments, but those are more for service-based solutions. Oracle HCM Cloud is also service-based, but it's different from other solutions with specialties; for example, one solution could focus on electronics, while the other could focus on advanced payment. For Oracle to include electronic validation into Oracle HCM Cloud, for example, wouldn't fit the company structure.

My experience with Oracle HCM Cloud is three to six months because I took part in its implementation. I wasn't an end-user, but I got accustomed to using Oracle HCM Cloud because I did an integration with it.

Oracle HCM Cloud is a stable product.

Oracle HCM Cloud is a scalable product.

I haven't contacted the technical support team for Oracle HCM Cloud.

The initial setup for Oracle HCM Cloud is neither complex nor easy. It's in the middle because it depends on your requirements and inclusions.

Oracle HCM Cloud is pricey, but price-wise, it's now more competitive than in the past year.

Here in Central Europe, people also look at the pricing, but Central Europe falls under the UAE and Abu Dhabi in terms of headquarters, management, and strategy, but those states don't care too much about the pricing.

Pricing is a significant factor in choosing a solution. In the past, Oracle HCM Cloud was compared to the SAP solution, the largest competitor and up to thirty percent higher in price. Now, Oracle HCM Cloud has a price increase of five to ten percent, which could be pricier than SAP now, but it's a more competitive product nowadays and comparable to SAP.

I can't recall the version of Oracle HCM Cloud I implemented, but it was the version between October 2021 to June 2022.

The product was deployed on the cloud, and the local application was on-premises.

Oracle HCM Cloud requires maintenance. Every application requires maintenance, even SaaS, because you still need an administrator who can communicate with support. In Central Europe, you'll find local solutions with better maintenance and support models than what Oracle offers. Oracle is a huge company that has its policies. Oracle-accredited implementation companies in the Czech Republic need to be better.

My company is a partner of Oracle.

I'd give new or potential users of Oracle HCM Cloud the same advice I'd share on other software, HCM, HRRS, or ERP solutions. A coherent and in-depth analysis has to be made, with all the requirements well-defined. Otherwise, the customer will be eaten alive by any implementation company. After all, Oracle HCM Cloud is a global solution, and Oracle has its policies and standards based on good practices, especially in terms of implementation. If you don't define your requirements well for Oracle HCM Cloud, you'll get the standard setup from the implementer, which you may not need at all, or you may want some changes that would cost you a lot. Knowing your complete requirements and communicating those to the implementation team, even at the local level, is essential, or the whole solution would be very pricey.

My rating for Oracle HCM Cloud is eight out of ten.