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Real User
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Customized direct usage, with stability regardless of external interruptions, and scalable
Pros and Cons
  • "The most valuable feature is fast reporting."
  • "I would like to see more direct access for both human resources and employees without so many screens to navigate."

What is our primary use case?

Our primary use case is for employee self-service, leave of absence, and when they leave.

What is most valuable?

The most valuable feature for me is fast reporting. If the data has been put correctly within the system, uploaded, or transferred, then it will be able to give us the correct information as we report. The one thing that I have noticed is whatever you put in the request, it is fast to get you the information.

What needs improvement?

I would like to make sure that the screens that we are working on, do not  require us to have so many steps and layers of screens and that we could go straight to the point. I am referring to both human resources and employees. 

For how long have I used the solution?

I have been using Oracle HCM Cloud for the past year.

Buyer's Guide
Oracle HCM Cloud
October 2024
Learn what your peers think about Oracle HCM Cloud. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
814,763 professionals have used our research since 2012.

What do I think about the stability of the solution?

The system is stable. Sometimes we get a breakdown message but that can be due to a lack of electricity and generator issues and not necessarily a fault in the solution itself.

What do I think about the scalability of the solution?

We currently have over one hundred individuals using the program.

What other advice do I have?

I would rate Oracle HCM Cloud an eight on a scale of one to ten.

Which deployment model are you using for this solution?

On-premises
Disclosure: I am a real user, and this review is based on my own experience and opinions.
PeerSpot user
AanilaNanda - PeerSpot reviewer
Associate consultant at a tech services company with 10,001+ employees
Consultant
User-friendly user interface, plenty of modules, and good support
Pros and Cons
  • "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."
  • "I rate the technical support of Oracle HCM Cloud an eight out of ten. There is some room for improvement."

What is our primary use case?

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.

What is most valuable?

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.

For how long have I used the solution?

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

What do I think about the stability of the solution?

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

What do I think about the scalability of the solution?

The scalability of Oracle HCM Cloud is good.

How are customer service and support?

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

What other advice do I have?

I rate Oracle HCM Cloud a nine out of ten.

Which deployment model are you using for this solution?

Public Cloud
Disclosure: My company has a business relationship with this vendor other than being a customer: partner
PeerSpot user
Buyer's Guide
Oracle HCM Cloud
October 2024
Learn what your peers think about Oracle HCM Cloud. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
814,763 professionals have used our research since 2012.
it_user620598 - PeerSpot reviewer
Client Services Manager at a tech services company with 501-1,000 employees
MSP
Allows employees and HR teams to utilize functions from remote locations. There is little or no option to customize business processes.

What is most valuable?

SaaS solution that reduces cost of ownership and maintenance

Offers free upgrades with the latest features and add-on capabilities for modules that we require

Oracle provides two upgrades for their cloud HCM solution each year. These upgrades include enhancements to existing functionality, new functionality, or introducing new modules that can manage business processes more efficiently.

For example, at the initial stage, we got core HCM modules that were helpful in managing employees and organizational details.

With subsequent free upgrades, we got the ability to use social connects like chats, group discussions, and online meetings.

With further upgrades, we kept on getting enhanced user experience with revised UI, mobile applications, and iPad-dedicated applications.

These upgrades are part of our service agreement. As long as we keep paying subscription fees, we keep on getting these upgrades for free.

Our organization covers three states in India and 4 in US. Employees are spread across these regions and need to access HCM system on-the-go. Oracle HCM Cloud offers subscription based services to system that includes web based interface, and mobile and ipad application. A simple net connections and credentials are enough for employees to access system and utilize HCM related services like time sheet, leave or personal information update.

In addition to this, inbuild chat system helps employee keep connected with each other and HR Representatives for day-to-day tasks and follow-ups if required.

How has it helped my organization?

Our organization is spread out over a wide geographic region. Using cloud-based technology, we assure that all employees and HR teams have a seamless experience from their desktop, on-the-go mobile application, or iPads. They can utilize functions like absences, timesheets, and expense management with a decent internet connection, anywhere and anytime.

What needs improvement?

As the product is cloud based, it is a heavily standardized system.

There is little or no option to customize business processes, features, or integrate the few exceptional business processes to work with the existing product.

The majority of HR functions are standardized in terms of transactions in the system. However, each organization has peculiar functions, such as their forms.

As of now, there is no functionality in the system to accommodate such exceptions. They do have functionality to incorporate some in other products. These are excluded, especially for cloud HCM.

For how long have I used the solution?

I have been using this solution for over three years.

What do I think about the stability of the solution?

We faced stability issues during the nascent stage of implementation, but none after that.

What do I think about the scalability of the solution?

As a part of our service agreement, we provide services to a number of users over a geographic spread and during peak usage times. This communication helped us manage scalability without any challenges.

How are customer service and technical support?

Technical support, during some stages, was a bit of hassle. As the product is now stable, we have fewer instances that require support.

Which solution did I use previously and why did I switch?

We used a customized system provided by a local vendor. As our organization grew, we needed a better solution that would work for us and across various geographies.

How was the initial setup?

The initial setup was a bit of challenge. There were issues to take care of such as new terminology, functionality, and legislative requirements.

What's my experience with pricing, setup cost, and licensing?

From our experience, we would recommend to go for a basic system and functionality at the initial stage. Switch to additional (non-essential) modules if, and when, the organization needs better functionality.

Implementing all modules or features in one go might increase implementation time and complicate the process.

Which other solutions did I evaluate?

We evaluated three other products. Two of them were from local vendors and the other was Workday. As Workday is officially not supported for India, we had to rule that out.

Owning to our past experience with local products, we chose to go with Oracle. The system is supported in all geographic locations that we operate in and has a good presence with clients to reference.

What other advice do I have?

Definitely use it.

Disclosure: My company has a business relationship with this vendor other than being a customer: We are a retail partner, implementation (Platinum partner) and customer with this vendor.
PeerSpot user
Director : Oracle GRC at Technology Risk Partners
Real User
Good support for mobile devices, and an interface with a nice look and feel
Pros and Cons
  • "The most valuable feature is the support for mobile devices."
  • "It would be very nice if we were able to roll back transactions from data that was loaded with the data loader."

What is our primary use case?

I have completed many projects in human capital and human resources using Oracle HCM Cloud. This is across multiple countries and industries and for areas including workforce deployment, absence management, business intelligence reports, and human capital management.

What is most valuable?

The most valuable feature is the support for mobile devices. For example, you can open your account, record absences, or review payslips all on your mobile device.

The look and feel of the interface are very nice. It is user-friendly.

What needs improvement?

It would be very nice if we were able to roll back transactions from data that was loaded with the data loader.

For how long have I used the solution?

I have been working with HCM Cloud for five years.

What do I think about the stability of the solution?

Oracle HCM is a stable product.

What do I think about the scalability of the solution?

This solution is scalable. Our clients are medium-sized companies and enterprises. One of our clients has 54,000 employees who are managed using it. Other examples include clients with 56000, 26000, 2400, and as low as 70 employees.

Which solution did I use previously and why did I switch?

Prior to HCM Cloud, I worked with the Oracle E-Business Suite. I have not worked with products from other vendors.

How was the initial setup?

The initial setup is straightforward and user-friendly. The length of time required for deployment depends on the modules that are being implemented. Implementing the servers will take approximately four months.

What about the implementation team?

Our in-house team implements Oracle HCM for our clients. We have five people in the company who work with Oracle.

What's my experience with pricing, setup cost, and licensing?

Oracle HCM offers many features at a low price. The pricing is very good.

What other advice do I have?

This is a good product and I recommend implementing it.

I would rate this solution a nine out of ten.

Disclosure: My company has a business relationship with this vendor other than being a customer: partner
PeerSpot user
it_user622734 - PeerSpot reviewer
Project Manager at a recruiting/HR firm with 51-200 employees
Real User
Does goal and performance management. Provides a self-service BI to business users.

What is most valuable?

  • Business intelligence is integrated with the product.
  • Gives real time information about employees and processes for managers.
  • A self-service BI to key business users.
  • Managers can have their analysis delivered in any way: Dashboard, table reports, analysis, charts, etc. with no development cost.
  • Talent review (Nine Box) online: An HR specialist can manage their talent review meetings entirely within the system. This includes meeting planning, execution to management of action plans post-meeting.
  • It is possible to change a person, add comments, add developments or performance goals, tasks, do a promotion, transfer, manage a salary or even perform termination. All this is done with no extra documents, Excel spreadsheets, or reports.
  • All information is on one screen, available to the HR specialist or managers at the meeting to review and take the necessary action.
  • Best fit analysis feature: Helps you to identify the correct position for the correct employee. You can visualize all gaps that you have in the current position or for the next level in your career. You can also compare two employees to see the difference between them or compare them to a specific position or job.
  • If you are planning your succession plan, you can use this feature to check who is the most suitable for the position, comparing requirements for the position or comparing competencies, and skills and qualifications of the current employee in the position. All information that you gather in the sub-processes of HR goals, performance management, and development plan is available.
  • Mobile and Social: This solution has a social network for your company where you can manage knowledge sharing and collaboration. Communities, chats, kudos, etc., can all be used to support your HR processes, such as goals and performance management. This can be done on your mobile device.

How has it helped my organization?

Before the solution implementation, our bonus compensation policy was based only on profit and loss results.

We believe that this approach is not the best. In the end, you put all your employees at the same level, increasing the difficulty in identifying talents and paying for performance.

We decided to implement a goals and competencies evaluation process. This will adjust bonuses according to performance. We define all relevant organization goals, give them a weight, and then design a process.

What needs improvement?

The recruiting process needs work. This is the only module that is provided by other applications and it is not integrated. You need to ask Oracle to "integrate" both applications. This is done with no additional cost, but it is still an outside application.

Although you can turn on the integration between them, it is a different application. You lose all the benefits provided by the integrated modules in Oracle HCM Cloud.

The recruiting solution standalone is a great tool for the recruiting processes. However, when you use it with the entire solution, you may experience some problems. This is the case, especially if you have a process that is a little bit more complex than the usual process.

For how long have I used the solution?

I have been using this solution since Version 5, in 2013.

What do I think about the stability of the solution?

So far, no stability issues have been experienced.

What do I think about the scalability of the solution?

So far, no scalability issues have been experienced.

How are customer service and technical support?

I would give technical support a rating of 2/5. Despite having an SLA contract, the technical support is still terrible.

We have experienced some cases when implementing the solution for our customers, where a service request was created with Priority Level 1, Production. The problem took more than a month to be fixed. This is a service that definitely must be improved by Oracle.

Some examples that we experienced with technical support:

  • Dumb questions such as "Did you press the button X to confirm?"
  • Same requisitions by different people
  • "Provide me with the 'how to' for the issue," but the 'how to' was already attached to the SR
  • A conference call was scheduled and then cancelled 30 minutes before it was supposed to start.

Which solution did I use previously and why did I switch?

We didn't use other solutions previously. We went straight to the Oracle HCM Cloud Solution.

How was the initial setup?

The initial setup is pretty easy to do. It takes no more than a day to do it. If you have a simple process that fits with the solution proposition, then you can implement it pretty fast. Almost the whole setup is performed with step-by-step pages, which reduces the complexity. Day-by-day changes can be performed by a key user from the business with minimum training.

Of course, if your process is complex, the setup will be more complex.

What's my experience with pricing, setup cost, and licensing?

Don't forget to include the implementation cost of an Oracle partner, and not only the subscription, in your cost benefits analysis. (Business plan, ROI, payback.)

On the other hand, the cost of maintenance, upgrade, infrastructure, and support is already included in your subscription.

Which other solutions did I evaluate?

We had the opportunity to work as a project manager of a SAP SuccessFactors projects for one of our customers. This introduced us to more details about the SAP Solution, not only as a competitor, but with customer’s eyes.

What other advice do I have?

Forget about customization. If you are looking for a solution that can be changed and tailored according your company business rules, don't go with this solution. Overall, this solution provides Human Resources sub-processes best practices and a large amount of flexibility to attend to a lot of business process requirements.

Disclosure: My company has a business relationship with this vendor other than being a customer: We are an Oracle Implementation Partner, with Gold Certification.
PeerSpot user
it_user436197 - PeerSpot reviewer
Consultant at Peg Consulting
Consultant
The middleware allows you to create a project and all the required and the optional tasks come pre-configured.

Valuable Features

The best feature of the product is the middleware where it allows you to create a project and all the required and the optional tasks come pre-configured. So, you don't have to look for, "What do I need to do?" You can follow a step by step from the bottom up or top down approach. You will know that you have done the tasks that you need to do before the whole configuration or the testing process happens.

I am starting the implementation of benefits today of HCM Cloud. I have done EBS, full scale implementation of eight modules on my own for a smaller organization. Another advanced feature is the user interface, it is so smooth. I always say to people that PeopleSoft, is love at first sight, and Oracle EBS is an arranged marriage, because you will learn to love. Whereas, I think Oracle Cloud is also love at first sight, because it does the screens so smooth, things are very accessible.

Improvements to My Organization

I think the customer experience, especially with the process flows at the top, where it takes you through the five steps, it has a nice navigation path at the top. So you know where you are at any point of the configuration.

Room for Improvement

Oracle should make sure all their partners are well trained, so that they can go to the client site and make themselves truly valuable. Instead of just, "Oh, it works this way," that is not. They need to be trained, and I think Oracle is already going in the direction, I think they are making sure that implementations are done in a certain standard way and so on.

There is always room for improvement, and I met with an Oracle HCM person, and he and I are going to work together. He is going to pick my brain on some future release testing, and my HCM expertise, because I have all the credentials and I have worked with the product for 20 years, and in HR as well.

Use of Solution

We've been using it since February, so around three months now, but I am doing a lot of research, a lot of studying and I am working with a client. We have actually already configured the HCM Core and the Talent Management, just the goals and the performance.

Stability Issues

It seems like it is stable. Well, it is not EBS because I have been working in EBS for 15 years. This is a new product, I think it has been in the market for a few years I believe, but I am glad that Oracle is going in the right direction of making it more end user friendly, functional friendly and adopting into the new technology. We are not bogged down with DBAs and copies and patches and gruel regression testing. All of those thing we don't need to worry in the cloud is much simpler and much more organized. It makes it easier.

Scalability Issues

It's been able to scale for our needs.

Customer Service and Technical Support

With regard to EBS payroll, the support is phenomenal. With HCM Cloud, I have only created two or three SRs, and so far, not bad, but I wouldn't go to phenomenal yet. They need to earn my trust and respect. You already have a benchmark with the new organization. If you want to find, Why did I give them exceptional for Oracle payroll? Go find out from them, what they are doing that is so good, because the people who support Oracle EBS payroll, they know what they are doing. They call the client, they don't wait, and they don't say, "Go do this, go do that." A lot of support people think that we have to give more information. Yes, it is true in some cases, because if a weird error happens, which is so peculiar to your that no one has heard of, granted, you need to go dig deeper, but for each and every question, support cannot say, "I have to give like 10 hours worth of information," before they can even figure out what the hell I am asking.

So, that is my feedback to support. You have your own people, go talk to them. Your Oracle Colorado Payroll Support Group. I know all of their names, first name basis.

Disclosure: My company has a business relationship with this vendor other than being a customer: I currently work for two Oracle partners.
PeerSpot user
HR Consultant with 11-50 employees
Consultant
Fully integrated HCM Cloud solution
Pros and Cons
  • "It is very user-friendly. Most of the UI is very intuitive so you don't need to follow a course to follow it up."
  • "In the next release, I would like to see a new recruitments module. I would like to see the preboarding so that it sends out integrations through personal email. That would be very useful."

What is our primary use case?

It has many use case like HR administration, recruitment management, performance management, learning, ...

What is most valuable?

It is very user-friendly. Most of the UI is very intuitive so you don't need to follow a course to use it. Of course you have one single UI regardless of your roles, so you don't have to log into separate applications depending on whether you're HR or just a normal employee. The solution evolves quickly (4 major updates per year)

What needs improvement?

Sometimes implementation documentation is a bit behind. Some customers like to manage things themselves after the initial implementation and they find that a bit difficult.

Also -but I think that this is the case for all solutions with such a functional extent- you feel that different teams are working on the different modules, but this is normal because everybody has their own specialization.

In the next release, I would like to see a some further updates to the recruitment module. I would like to see the preboarding extended so that it sends out notifications through personal email. That would be very useful.

For how long have I used the solution?

I have been implementing Oracle HCM Cloud for the last six years.

What do I think about the stability of the solution?

It's fairly stable.

What do I think about the scalability of the solution?

it's very scalable. You can request more users to be added. You don't have to pay extra for scalability, but of course, you pay for a number of users that are using this system. If you're having a tremendous increase in the users, then, of course, you end up by paying more. (If you would have an on premise solution you might need to have your servers expanded in this case so that would cost you too).

How are customer service and technical support?

The technical support depends. Overall, they're good. You've got some that are really, really good and you've got some that are less good. It depends on who you get and how well you describe your issue. If your issue gets to the wrong team, then, of course, then it seems like the team isn't helping but it's because you didn't describe it properly. 

How was the initial setup?

The initial setup is straightforward. Some customers make it complex. Every customer thinks they're something special and some customers realize in the end that the most basic features would have been better for them than all the complex things they wanted initially. They're used to telling the developer, "We want this that way" and that's not the way it works in the cloud. This tends to make things more complicated. It is not that difficult. You do need some technical background for formulas and stuff, but it's not rocket science. Some customers make it more difficult than it should be.

The time it takes to deploy depends on how many modules and special cases you want. Typically things differ from country to country, different sites have different rules behind it. The time it takes to deploy all depends on how complicated you make it, how many countries you want to do, and how many modules you want to implement.


What other advice do I have?

My advice would be: Keep it simple. Make sure that your customer is aware of the processes in the solution and show them those before asking them what they want.

Make sure that the customer understands what there already is so they don't start freewheeling. 

I would rate it a nine out of ten.

Disclosure: My company has a business relationship with this vendor other than being a customer: Partner.
PeerSpot user
PeerSpot user
Practice Head - Oracle Cloud at a tech services company with 501-1,000 employees
Consultant
It gives graphical and pictorial presentations of team performance tracking, although the payroll part requires more changes, which I feel are already in a future release.

What is most valuable?

It is designed in such way that end users can do their jobs without knowing much technical details. Most of the functions can be handled by an analyst, which in turn, removes the dependency on the IT department. This makes the user self-driven and ultimately increases user satisfaction and human productivity.

How has it helped my organization?

  1. Collaboration was never so easy. The collaboration of activities in Fusion HCM are much more instinctive as compared to Oracle EBS (anther ERP from Oracle, on which Oracle HCM Cloud is based).
  2. Fusion HCM is synchronous with human behavior.
  3. It helps to identify potential talent.
  4. Graphical and pictorial presentations of team performance tracking and the employee directory allows goal allocation.

What needs improvement?

The payroll part of the product requires more changes, which I feel are already in the future release of the product.

For how long have I used the solution?

I've used it for over three years.

What was my experience with deployment of the solution?

Deployment is awesome.

What do I think about the scalability of the solution?

Scalability is awesome.

How was the initial setup?

Implementation is straightforward, provided the implementor has an HR process and legislation-specific knowledge. There are a few Oracle propriety tools and techniques that one has to learn and apply throughout the implementation.

HCM Cloud is built on the latest robust middleware "Fusion Middleware". It includes all great features that come from PeopleSoft, EBS, JDE, Sibel, Hyperion, Taleo etc.

Easy to learn from technical and functional point of view.

What about the implementation team?

We have done our first ever implementation of Payroll and Absence module with over 10,000 people in North America. My advice is to keep yourself up to date with the product and attend the training that Oracle offers.

What was our ROI?

Return on investment is always a major consideration when making an investment in your company. Here are some key best practices for HCM solutions that you can utilize to increase your return on investment and lower risks:

  • Identify your HR processes, and select a complete HCM solution: You need to determine the HCM capabilities that are required and their interaction with each other to maximize business. The key is to understand the interaction of the related HCM processes in different modules and select an HCM solution that allows you to deliver a complete solution without starting a new process at every turn.
  • Identify the integration points with other non-HCM applications and solutions: You need to take into account the standard integration of HCM modules with other applications like, Procure-to-pay, Project Accounting, and Internet Expenses etc. For instance sharing the HR position hierarchies for procure-to-pay workflow processes ensures that the procurement managers making purchases are managers with the appropriate authority to make the types of purchases they are making. Considering the need for these integrations will reduce ongoing technical costs and enable greater automated workflow from the solutions implemented.
  • Identify international scalability and data ownership compliances: You need to ensure availability, redundancy and performance at all global locations by taking into account the global scalability feature of the HCM solutions. For instance, Multi language support ensures that the managers don't need to maintain separate systems and will help bring together key processes and data thus maximizing business results. Data privacy norms, which differ by country, needs to be considered and long term control of data should be maintained.
Disclosure: My company has a business relationship with this vendor other than being a customer: We are an Oracle preferred HCM implementation company, as well as a Platinum Partner with them. We have a very strong relationship with the support, development, and management teams.
PeerSpot user
Buyer's Guide
Download our free Oracle HCM Cloud Report and get advice and tips from experienced pros sharing their opinions.
Updated: October 2024
Buyer's Guide
Download our free Oracle HCM Cloud Report and get advice and tips from experienced pros sharing their opinions.