I am a consultant. We use this solution sometimes, as projects with our customers, and they use Oracle.
Senior Manager Strategy & Transformation at a consultancy with 10,001+ employees
Stable, scalable, and easy to setup, but the payroll component is in need of improvement
Pros and Cons
- "I think that it's stable. I don't believe that there are any issues."
- "From the feedback that I get, the functional side of the payroll could be improved."
What is our primary use case?
What needs improvement?
From the feedback that I get, the functional side of the payroll could be improved.
Customers need an additional solution to run their core HR, and cloud coverage is not extensive enough.
For how long have I used the solution?
I have been dealing with this solution on and off for 15 years.
What do I think about the stability of the solution?
I think that it's stable. I don't believe that there are any issues.
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Oracle HCM Cloud
January 2025
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What do I think about the scalability of the solution?
This solution is scalable.
How was the initial setup?
I didn't complete the setup initially, but I feel that it is straightforward.
What other advice do I have?
I would rate this solution a seven out of ten.
Which deployment model are you using for this solution?
Private Cloud
Disclosure: My company has a business relationship with this vendor other than being a customer: partner
Director of Professional Services at a tech services company with 501-1,000 employees
As a cloud-based service, the subscription pricing is more cost-effective for us than licensing it and we've been able to scale up on the cloud.
What is most valuable?
For me personally, the most valuable is the account management suite. They're constantly developing it.
How has it helped my organization?
Oracle moved the solution to the cloud from on-site. This is more cost-effective for us as a subscription service rather than as a licence-based solution.
What needs improvement?
The mobile capabilities need to be improved. It would be good for our workforce to be able to access the information from mobile devices and respond to requests. The product is still in development, but the mobile capabilities are still better than their eBusiness suite, and we are happy with it for now.
We're still finding some issues, and third-party apps that need using with our systems. There's still a lot of development to be done, but they are constantly adding new features and modules. Currently, if Oracle doesn't have a solution, we can find a vendor who does.
For how long have I used the solution?
I've used it for about three years.
What was my experience with deployment of the solution?
No issues encountered.
What do I think about the stability of the solution?
No issues encountered yet.
What do I think about the scalability of the solution?
We're scaling up on the cloud, and it's getting there.
How are customer service and technical support?
Customer Service:
They're fairly quick with their responses, 8/10. Every time we need a modification done, we need to speak to them.
Technical Support:They're on top of things, 8/10 as there's always room for improvement.
Which solution did I use previously and why did I switch?
We previously used several different Oracle solutions, mainly converged systems. We wanted to have everything in one system, and are currently planning on importing our accounting into it.
How was the initial setup?
It was complex because we have several systems that needed integrating into the cloud system. With the API we use, this was done and it works well. There was also a lot of process change, because instead of tailoring the system to fit the process, we had to tailor the processes to the system.
What about the implementation team?
Most of the development was controlled by Oracle. The implementation itself though was done in-house with help here and there from a consultant.
What's my experience with pricing, setup cost, and licensing?
Work the best price you can, and tailor the product for your company to get the best price.
Which other solutions did I evaluate?
We didn't as we already had experience with Oracle, and wanted to move to their subscription service.
What other advice do I have?
Now there's a couple of other companies have it, as well as some consulting companies that do, so get advice from them.
Disclosure: PeerSpot contacted the reviewer to collect the review and to validate authenticity. The reviewer was referred by the vendor, but the review is not subject to editing or approval by the vendor. The reviewer's company has a business relationship with this vendor other than being a customer: We're an Oracle partner.
Buyer's Guide
Oracle HCM Cloud
January 2025
Learn what your peers think about Oracle HCM Cloud. Get advice and tips from experienced pros sharing their opinions. Updated: January 2025.
832,138 professionals have used our research since 2012.
Project Manager at a recruiting/HR firm with 51-200 employees
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.
HRIS Analyst at Fannie Mae
It allows us to consolidate all of our HR functions onto one platform. Whenever Oracle provides a new release, they will overlay certain customizations that you have.
What is most valuable?
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.
How has it helped my organization?
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.
What needs improvement?
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.
For how long have I used the solution?
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.
What was my experience with deployment of the solution?
We've had no issues with deployment.
What do I think about the stability of the solution?
In terms of instability, we've had issues with the application being unavailable a few times, especially during our end-of-year cycle.
What do I think about the scalability of the solution?
We haven't had to scale it yet, but it sounds like it would be easy.
How are customer service and technical support?
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.
Which solution did I use previously and why did I switch?
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.
How was the initial setup?
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.
What other advice do I have?
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.
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Consultant at Peg Consulting
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.
HR Consultant with 11-50 employees
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.
EVP Oracle Cloud Applications Practice at a tech services company with 51-200 employees
I value the employee and manager self-service, online performance review, and mobile capability.
What is most valuable?
- Employee and manager self-service
- Online performance review
- Talent management capability
- Mobile capability
How has it helped my organization?
- The ability to update your information online from any device is invaluable
- Performing performance reviews online
- Removing the need to use paper
- Giving the data to produce the analytics
These weren't possible before we had this system.
What needs improvement?
Time Management solution. The native mobile application TAP is in great need of improvement. Apparently, a new version is coming in R12, so we look forward to seeing this.
For how long have I used the solution?
I have been using this for four years.
What do I think about the stability of the solution?
In the early releases of the solution, we definitely experienced stability issues. But since R9, the stability has improved considerably. The mobile app TAP is still quite unstable and needs lots of improvement.
What do I think about the scalability of the solution?
We have not encountered any scalability issues.
How are customer service and technical support?
I would give technical support rating of 3.5/5.
In the beginning, it was poor. Over the last two years, support has improved greatly.
It still needs improvement. Often, it takes a long time for support to respond. They sometimes move issues between countries and shifts. Mostly, the support is good, though.
Which solution did I use previously and why did I switch?
We had a paper-based system.
How was the initial setup?
We implemented the solution for other customers, so it was straightforward. But it's not something that could be set up without an implementation partner.
What's my experience with pricing, setup cost, and licensing?
Buy the product at Oracle year-end because you get bigger discounts.
Which other solutions did I evaluate?
We are closely linked to Oracle, so we chose Oracle.
What other advice do I have?
Use the right implementation partner and ADOPT rather than ADAPT. Take the solution as it is delivered and don’t try to adapt it to your needs.
Disclosure: My company has a business relationship with this vendor other than being a customer: We are an implementation partner of Oracle.
Client Services Manager at a tech services company with 501-1,000 employees
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.
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