Oracle HCM Cloud Reviews

It allows us to consolidate all of our HR functions onto one platform. That's really the big selling point and value proposition for us -- the consolidation.

We have just one platform from which to work instead of multiple vendors for HCR. This increases the overall ease of maintaining the HCR system.

One of the challenges that we've discovered is that for some things like report modifications, whenever Oracle provides a new release, they will overlay certain customizations that you have. And then it becomes a real hassle to re-customize for our needs. There's got to be a better way.

We've been using Golds and just started using Compensation. We're about to roll into a project to implement HCM. So we've used it for about a year now.

We've had no issues with deployment.

In terms of instability, we've had issues with the application being unavailable a few times, especially during our end-of-year cycle.

We haven't had to scale it yet, but it sounds like it would be easy.

It seems to me that Oracle prefers to deal with clients completely through their SR management system and sometimes avoid personal contact. Sometimes you need a phone call. As a customer, you need to know that you can get a phone call if you need a phone call.

We use SuccessFactor's product for goals, succession, and performance, so we're coming off of those products. We wanted to consolidate everything into one.

I was involved with some of the initial requirements, but I don't have much to do with the modules that we're currently using in production.

Think long and hard about it, and consider a product that will integrate with payroll easily. I think the advantages are the consolidation of the HCM and functionality. So far the challenges have been more along the lines of support.

The primary use case for Oracle HCM Cloud is in a retail environment.

The product's most valuable feature is the centralization of data. It gives information on activities in the company and gets people to interact as well.

There could be a way to reduce clicks and make it less complicated from the users' perspective. Additionally, there needs to be familiarity mixed in with novelty. It could be collaborative as well.

The product is working perfectly in terms of stability.

We have around 25,000 Oracle HCM Cloud users.

Oracle has been extremely helpful in guiding me as a product trainer.

Neutral

A third-party vendor did the initial setup. They encountered difficulty with the implementation to some extent.

The product could be more affordable.

I advise others to experiment with the platform. Most people think that using this system is complex.

It's a management system that keeps track of all the essential things. It is a great tool and has a lot of potential. I rate it a seven 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 this solution to manage our employee's information and their salaries. 

Generally, we use it for payroll purposes.

The system is okay and works well for us.

I think they should have a larger data center in China, which would significantly increase the access speed from my current workspace.

The access and speed should be increased.

I have been using Oracle HCM Cloud for three years.

We are using the latest version. It's a cloud-based solution.

We have not had any issues with the stability of this solution.

As a cloud solution, it's definitely scalable.

If we pay more, we get more features and functionalities. These include options such as recruitment and performance reviews. In general, it's very scalable.

We have 185 users in our organization.

Technical support is fine. We are satisfied with the level of support that we have.

It's an additional cost for higher-level support.

There is no installation required, as it is a cloud-based solution.

Licensing fees are on a yearly basis.

The price could be cheaper. We want it to be as cheap as possible.

Oracle HCM Cloud is a part of Oracle Cloud ERP.

Definitely, I would recommend this solution to others who are interested in using it.

I would rate this solution a seven out of ten.

They've really taken the best of breed from another product. With the products that they're using, like HCM and Finance, they're very solid. 

The solution is very good at building out a roadmap based on client needs and feedback. 

The solution is still quite young, as a cloud service.

They just need to keep enhancing, listening to the customers, and enhancing the business needs of the customers. They need to really get their student administration system out. They need to get that done so that we can purchase that and implement it.

All systems are still growing, and they're enhancing those. I can't say really a specific area of functionality, or feature is lacking. It goes back to overall just listening to the clients and the business needs and enhance from that.

The product needs to keep improving the integration tools and the tools to load the data - that whole mechanism - in order to allow for flexibility in the configuration.

We've been working with the solution for four or five years at this point. We're new to the cloud.

In general, the company is very good at receiving feedback and improving on their solution.

The solution has a SaaS licensing model.

We are a partner and have a relationship with a vendor.

As we use the cloud deployment model, we are always on the latest version of the solution. You don't have a choice. It automatically updates everything regularly.

This application is a software as a service model. Oracle hosts this. It's on their infrastructure. I'm not sure where they have their own infrastructure, however.  

I would rate this solution at an eight out of ten. It's my understanding that they are still enhancing a lot of things and there is still a lot of growth ahead for the product.

The payroll module.

Its integrated modules allow for more seamless business processes.

The user interface is not conducive to high volume data entry.

I've been using it for 16 years.

The biggest issue with the latest release is specifically with implementing the payroll module. It has had some issues with local taxes, and it didn’t calculate taxes at all for Pennsylvania or Ohio.

None, as it’s pretty stable. Being hosted by Oracle, the uptime is pretty good.

No issues encountered.

8/10. As an implementer at one of their premier partners, and knowing the people I know at Oracle, I get pretty good customer service. If we need to escalate an issue we can typically go straight to someone in development.

6/10. They sometimes have difficulty accurately troubleshooting issues.

No, I’ve always worked with Oracle.

It’s complex. That’s what keeps me employed – there’s a whole industry of consultants who are implementing Oracle. It is complex to configure.

I am the implementation partner, so I do the implementations.

Here’s the one thing – don’t let Oracle tell you to implement something just because they threw it into the purchase to sweeten the deal. All too often, I see customers where, during the negotiations for the licensing, Oracle will throw in such and such module – like Oracle time and labor – and the customer feels obligated to implement it, when they don’t really need it as maybe they already have a good in-house solution.

Make sure that your systems integrator-partner knows the product

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.