We installed Core HR for employee data. We use it to manage all the performance, objective settings, training requests, talent review, and the compensation review as well.
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We installed Core HR for employee data. We use it to manage all the performance, objective settings, training requests, talent review, and the compensation review as well.
The solution is very helpful as it allows us to optimize and consolidate all the data for talent management. It helps to optimize some workflows and provides reporting capabilities.
One of the most valuable features is the modular ability that allows customers to create customized forms to manage various processes, like performance reviews, exit interviews, or notice period assessments, without any technical skills.
There are difficulties regarding the reporting part. While we have some reporting functionalities, they are not powerful or deep. For instance, the coverage report on a specific effective date provides data effective on the day of the report, which is a significant limitation.
Additionally, the available APIs, both inbound and outbound, are not well-developed, preventing the creation of accurate interfaces with other systems. There is also a need to review the reporting infrastructure to build a data lake that would allow customers to access data regardless of the effective date of the information.
Moreover, the silos between the different modules need to be removed. Ideally, one would want a report that provides information at the same time from performance and compensation.
I have been working with Cegid for about seven years.
I would rate the stability of Cegid as an eight out of ten. It's a good solution.
The solution is not very scalable. As the company grows, it requires more analytical axes to data, but the system struggles to manage all the different analytical axes.
Additionally, Cegid does not fit well with matrix organizations and organizations managed by business division rather than by country, causing difficulties in implementing rules and visibility and providing correct data based on users' responsibilities.
Over the years, the quality of customer service has improved, but initially it wasn't good. We often have to perform analysis ourselves before sending it to them for quality answers.
The first response usually lacks depth, and if it were just an HR user submitting tickets, the outcome might be poor. Response times can be long, especially during peak periods at the end and beginning of the year.
Neutral
The setup was very easy, allowing us to be autonomous in administration and enhancement of the solution's functionalities without any technical skills.
The solution is very reasonably priced.
I would recommend Cegid for a small company. I rate the overall solution a six out of ten.
I am working to find an ending solution for our needs currently for a group level.
Cost and time saving is the first improvement. We found room for many other initiatives in HR management, more linked with people management, development, and follow-up instead of administrative tasks. Additionally, we had returns on investment concerning competencies mapping.
We are a multinational company needing people with specific knowledge for particular projects. The solution made it easier to understand the talent we had worldwide.
The primary feature I appreciate about the solution is the information connection, allowing us to have a full employee life cycle visibility over the platforms. It also enables the creation of interactions between employees, launching communication campaigns that raise engagement.
From the HR side, the most valuable features are the Learning Management Systems (LMS) that allow providing a personalized service in terms of development, where each employee can choose and architect their development plans.
The second valuable feature is the autonomy each employee has to update their personal data. In terms of talent management, it helps design development processes, backups, and clearly view the criteria for those backups being achieved.
There is room for improvements, such as including AI solutions for people management to improve job descriptions, recruitment reels, skills mapping, etc.
Another interesting improvement could be subscription services for specific learning programs, consolidating all training and learning solutions into our LMS platform.
I have several years of experience, likely six or seven years.
The stability of the solution was quite okay during development. I would rate it a seven out of ten.
I would say the scalability is eight. We had more than 300 end users at that time.
It is hard for me to answer as we had a project management team inside our organization that bridged between our platform and their technical support. I did not have direct contact with their technical support.
Neutral
I used SuccessFactors previously. It was not in the same company.
The initial setup is quite easy and intuitive. There's just some extra features I would like, similar to those found in Talentia.
We have a project management team inside our own organization that handles deployment and communication with the platform developers.
The measurable ROI observed includes cost and time-saving. We could almost eliminate administrative tasks, achieve better workforce and resource allocation, centralize training, and improve competencies and career management.
The pricing is quite competitive. However, comparing it to Talentia, which offers more features for the same price, Talentia appears more competitive.
No other solutions were evaluated for this implementation.
I would recommend this solution to other businesses.
I'd rate the solution seven out of ten.
