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I am a consultant for Oracle HCM Cloud. They usually use different modules for mostly Core HR, Payroll, and Absence Management. I utilized Oracle HCM Cloud's talent management capabilities using GenAI agents. Basically, GenAI helps me streamline recruitment and development processes as it helped me fill in the job profiles for the hiring managers. In talent management, when employees are filling in their goals, they can use GenAI, which is an AI assistant to fill their objectives. Similarly, for the line manager, they don't need to fill in the whole description. When I use the AI assistant, it gives the whole information.

I have found the Core HR, Journeys, and Payroll features of Oracle HCM Cloud to be the most valuable so far. I find Payroll valuable because it keeps evolving from how it was earlier to how it has changed now. For Core HR, all the UI has been changed from different, responsive to Redwood. With the new latest features, it's a one-page accessible application.

Oracle HCM Cloud's workforce analytics has helped me in refining my business strategies. Sometimes it's a lift and shift where we usually try to get from the demo environment and move to the client instance.

Regarding the Journeys, I have raised a couple of SRs and am working on it. There are still many bugs, and we can expect some kind of difference without seeing any errors or REST API errors.

I would the filtering system to be improved for future releases.

The Payroll module has been helping me for many years, but we're still expecting that payroll specifically can be moved to other countries in APAC and African regions. I know there's a global payroll, but that's still going to be complex, starting from each country's tax to follow, which is going to be a big challenge. The way it is now with Middle East countries, there is legislation. If it can be applied to Africa and APAC countries, that would be great.

The mobile-friendly interface of Oracle HCM Cloud supports employee experience and collaboration, but there are some lags; sometimes it works, sometimes it doesn't work. This might be happening because some patch is missed or sometimes there is functionality not released to the mobile app.

The mobile app needs improvement in future releases because nowadays we ask every client to start using mobile apps since that is what we have been proposing, giving them functionality that they can use rather than getting into a laptop or desktop.

The OTL (Oracle Time and Labor) side of Oracle HCM Cloud has many issues. OTL is not up to the mark as per the client requirement, especially for healthcare industries. They have different shifts, and their rules are very complex when it comes to OTL. Sometimes we feel OTL is not up to the mark to handle those difficult scenarios.

It has been seven to eight years using Oracle HCM Cloud.

In the last couple of upgrades, there were many issues in Oracle HCM Cloud. Some features were not working. We have raised SR to Oracle, and they said it is a patch issue, upgrade issue. The client has to wait until the next version is upgraded for the issue to be solved. For example, they were not able to view attachments; whenever they clicked, it wouldn't open and remained blank.

Based on my experience with the support, I would rate the technical support as really not up to the mark. We have been raising SRs, and I don't see any proper response from them. They are simply asking for some reports or logs, which I don't think are relevant.

I have been facing an issue with Journeys, and I had raised a couple of SRs, but unfortunately, there has been no solution until now. I have to wait for Oracle to fix that issue, and until they come on OWC, I don't think I will be able to fix that issue.

I would rate the overall technical team of Oracle HCM Cloud as five to six out of ten.

Neutral

Whenever I try to access the system, we experience errors. I utilized Oracle HCM Cloud's talent management capabilities using GenAI agents. I have never used the compliance features of Oracle HCM Cloud so far, so I need to check that. I rate Oracle HCM Cloud a seven out of ten.

I take part in the deployment of SAP SuccessFactors HCM, but my role is just to look at strategy to execution at a high level and I don't get into down provisioning or sizing, as that is not my job.

Most of our customers utilize talent management capabilities of SAP SuccessFactors HCM, focusing on recruitment, onboarding, performance, goal management, and some are using a learning management system as well, and we do workforce analytics; most customers are on the talent suite.

SAP SuccessFactors HCM has positively impacted my customer's environment by ensuring they are digital; we promote using DocuSign for document signing and ensuring effective onboarding, and post-implementation we provide hyper-care and digital adoption reports after six months or a year to show how much more paperless and workflow-enabled their organization has become after SAP SuccessFactors HCM implementation.

The product's mobile access feature has enabled employees to engage with HR functions more conveniently by allowing us to take surveys and feedback from HR since the usage level is over 100% with large banks involved in recent projects. We did only two large projects last year and plan to do two more this year, ensuring customers leverage end-to-end SAP SuccessFactors HCM with workflows and integrated content management repositories.

The intuitive interface and detailed dashboards of SAP SuccessFactors HCM have improved user engagement because the storyboard has improved significantly now. We frequently help the customer understand how easy it is in terms of deployment and in creating those stories through dashboards, although most of the time the MDFs could be a report-based requirement which is relatively weak, so we utilize cloud analytics with SAP tools, SAC, to integrate and fill those gaps for reports that are not very strong in MDF.

The reporting part is quite weak in SAP SuccessFactors HCM because the drill-down capabilities are not what a customer wants compared to what it offers. The dashboard is fine but comes with limitations, especially when combining two or three modules.

Employees need to improve their usage of SAP SuccessFactors employee experience management tools, as they largely use it only for leave and attendance functions, desiring more functionality such as downloading their salary slip or seeing full-year tax calculations. The employee app lacks functionalities and needs tremendous improvement across engagement, news boards, and AI.

Personalization is not prevalent in AI tools provided, which complicates integration because customers often request combining various systems into one reporting target.

I have been working with this software for the last four years.

The provisioning is always done by SAP as a system to provide to us, and the rest, in terms of making customer engagement on all the components, roles, authorization, and setting up a system in terms of components, may take from one week to one month.

SAP SuccessFactors HCM is a stable product based on the many years of experience and the value that customers narrate. We never encountered significant instability or performance issues, and customers are all happy with that.

It is scalable, as we are currently managing projects ranging from 2,000 to 20,000 employees across 900 different bank locations without seeing any challenges.

I would assess SAP technical support as average on a scale from 1 to 10, around five on that scale.

Delays mostly occur in tracking support, and they also take time. Sometimes you find more information conversationally in the time it takes to resolve issues using knowledge bases or seeking external expertise, as SAP often takes a lot of time to respond.

Neutral

Before SAP, I worked with Cornerstone as a vendor.

There are four people in the deployment team. In our team, there is one manager and two engineers along with one SuccessFactors consultant who understands security.

In the first year, we ensure customers can reap savings from their investment in SAP SuccessFactors HCM, including the license costs.

I find the licensing cost, setup cost, and overall pricing of SAP SuccessFactors HCM to be not expensive. The pricing is not a bottleneck when considering the kind of value it provides.

We switched from Cornerstone to SAP because we are mainly an SAP shop and felt we didn't get the necessary help and ecosystem to create resources on CSOD. With SAP SuccessFactors HCM, we are able to achieve that.

On a scale of 1-10, I rate SAP SuccessFactors HCM a 9.