Oracle HCM Cloud Reviews

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

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)

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.

It's fairly stable.

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).

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. 

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.

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.

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.

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.

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

I've used it for over three years.

Deployment is awesome.

Scalability is awesome.

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.

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.

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.

I mainly use HCM Cloud to manage the timesheet to access our payroll and see current roles.

HCM Cloud's most valuable feature is its ease of use - it's interlinked, so you can drill down into information.

HCM's analytics features could be improved.

I've been using Oracle HCM Cloud for nine years.

HCM Cloud is pretty stable, and we get clear communication when updates are going to cause outages.

HCM Cloud is scalable.

I previously used SAP.

I would give HCM Cloud a rating of nine out of ten.

I work in Saudi Arabia, the localization is most valuable. This solution has localized the payroll which is a good thing. They are providing the same service to HR with the core HRMS system without budgets procuring separately. Performance talent management, Oracle performance management, and recruiting were different before. Previously, it was video recruiting and onboarding, now they have integrated it into a complete solution.

Cloud learning can be improved. There should be better integration with courses from other platforms. The courses should be able to be brought into the system and available for the user's software company.

In a future release, Oracle needs to provide a tool that is easily customizable. It also requires a lot of effort trying to develop in Oracle Cloud. There should be a visual builder tool like they provide for Oracle customer for visual customer services. This visual builder is a similar type of service for all applications that is available and it would be much better.

I have been using this solution for approximately six years.

The solution is stable.

Most of our clients are medium to large scale businesses.

I have found the technical support to be helpful. Most of all the support services are good.

The implementation can take up to six months. This time depends on what module is being installed. For example, if a company is implementing a finance supply chain HCM and they want to deploy all the rest of the resources at the same time it will take five months maximum.

The solution is expensive.

I rate Oracle HCM Cloud an eight out of ten.

We're primarily using the solution for expansion purposes.

The solution's most valuable features are all the human resources aspects and access management, as well as the talent review. The solution's talent management is very, very good.

The dashboard is easy to use and the interface is very flexible.

The features available in EBS should be available on the cloud as well. When these features are not available on the cloud, it's hard to convince customers to migrate. 

The solution needs to allow for more integrations and customizations.

The stability of the product is very good. Sometimes, however, it depends on the network and bandwidth, because it is a cloud-based solution.

We haven't had to contact technical support.

The initial setup is straightforward. It's cloud-based, which makes it easy. We don't have to do anything on hardware; we simply buy the license and start configuring.

Our licensing is renewed on a yearly basis.

We use the cloud deployment model. All Oracle HCM models are only available on the cloud.

Oracle has opened up their solution to allow for anyone to make enhancement requests. Oracle will analyze these requests, and, if it's feasible, they may work to implement the request in new builds.

I would rate the solution eight out of ten.

• Employee and manager self-service
• Online performance review
• Talent management capability
• Mobile capability

• 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.

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.

I have been using this for four years.

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.

We have not encountered any scalability issues.

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.

We had a paper-based system.

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.

Buy the product at Oracle year-end because you get bigger discounts.

We are closely linked to Oracle, so we chose Oracle.

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.

We have roughly 4,000 customers using Oracle HCM Cloud.

There are a lot of features. I cannot say which is the most valuable. All of them complete each other.

There should be more digital assistance included, like chatbots.

The manager should have more control over direct and indirect reports. In short, the user experience and the user-interface need to be enhanced — especially for management.

I have been using Oracle HCM Cloud for four years.

This solution is very stable. I would give the stability a rating of 90%.

It's in the cloud, so, scalability-wise, you cannot control it; however, I can say that it's very flexible.

The technical support is very good.

Before we started using Oracle HCM Cloud, we used an in-house, customized solution.

I set it up myself. The initial setup is not complex, but it's not simple either, it's somewhere in between. 

On average, it's not a cheap solution.

Make sure that the person who implements it really knows the product.

On a scale from one to ten, I would give this solution a rating of eight. I would give it a higher rating if they improved the UI and user experience, and reduced the price.

Oracle HCM Cloud is easier to use than Oracle ETS. Everything is included on one page, and we no longer need to do workarounds. For example, creating elements, eligibility profiles, and formulas is much easier.

Oracle should have different bundles to provide access to courses. Then, we would be able to increase our knowledge of how to use Oracle applications.

I've been using this solution for two years.

It is a stable solution.

On a scale from one to ten, with one being bad and ten being the best, I would rate technical support at seven.

Neutral

I would advise you to use Oracle HCM Cloud as it is a user-friendly solution. On a scale from one to ten, I would give an overall rating of seven to this solution.