We use several modules within Oracle HCM Cloud, including Oracle Human Resource (OHR), Payroll, Absence Management, and Recruiting. 

We're a global company with operations in many countries, and we've implemented Oracle Cloud HCM in numerous locations across APAC and the rest of the world. I'm currently responsible for the APAC region's consolidation efforts.

I use Oracle HCM Cloud mostly for the general HR modules.

Our customers' main use cases include core HCM processes, covering the overall employee lifecycle, from hire to termination. You can manage all employee records, from onboarding to promotions, transfers, rehires, and offboarding. That's the core functionality. 

Oracle HCM is a full-stack solution, including recruiting, learning management, performance management, talent management, employee and manager experience, and more. It's comprehensive and interconnected.

We use Oracle HCM Cloud for human capital management. I also use Oracle eBusiness Suite. That's mainly for handling alerts.

Basically, it is a hiring resource system for my company. As an HCM Cloud software engineer, I help our hiring source department manage and understand the system. 

We understand the technicalities through documentation, and then we guide the hiring source department on how the system works and the different modules available. There's a talent management module, for instance.

We guide them because we, as software engineers, have a better understanding of the technical aspects compared to someone who just uses it for hiring purposes.

We are customers of Oracle and I'm employed as the delivery manager.

We are the finance department for an insurance company. We use Oracle HCM Cloud for general ledger and for bookkeeping purposes.

We sometimes use Oracle HCM Cloud for expense reimbursements, procurements, and HR-related items, such as annual leave, tracking, and terminations.

They were trying to find one solution for the entire organization, which is why they were attempting to use HCM Cloud in combination with the Oracle solution for procurement and finance.

It's for HCM, onboarding users, and managing employees.

The solution is deployed on the cloud, and we always use the latest version.

There are more than 1,000 people using this solution in my organization when they want to create or expand their learning system.

We used Oracle HCM Cloud for the consolidation of data in a data warehouse and data mart. We also used for query script management and information distribution. These are the main use cases of this tool.

We provide solutions to customers, such as Oracle HCM Cloud.

We have one financial institution customer that we are in the process of implementing the solution. 

The solution is used for finances, procurement, and for everything HR.

In our organization, we leverage Oracle HCM Cloud extensively for a wide range of HR processes. This includes payroll management, employee services, and both manager and employee self-service functionalities. However, it's worth noting that we haven't implemented it specifically for recruitment.

I use the solution for goal management, performance management, recruitment, and other core HR management processes.

Oracle HCM Cloud is used for enterprise expenses and modules. It is also used for managing the workforce's jobs, positions, and roles.

I use the Oracle Learning Cloud and it is a really easy solution to work with. I can take all my courses online, offline and after the solution is updated. All my progress gets tracked. Different learning paths for certain topics are provided and Oracle relates courses across certain topics. 

For my manager, it is easy to understand my progress and how I have advanced. The solution offers good performance management that can be used to facilitate growth discussions with managers. 

It is a global HR system for the company, including talent acquisition, hiring, and onboarding.

We were using Oracle HCM Cloud for many tasks, such as procurement, and supply chain risk management.

In my current company, we are using Taleo for recruitment. However, Taleo is not used as completely. It's more used by the end user. Here, we are using the solution for global HR, payroll, self-service, and absence management. We are using it as a full-fledged product.

We are using it for the HR model, HR payroll, learning management, and performance management.

I am using Oracle HCM Cloud for human resources management and we have found it to be a very good fit. I use it for recruitment, time, attendance, talent management, learning, and performance management.

My clients use it as their HR system.

The primary use case for Oracle HCM Cloud is in a retail environment.

We primarily use the solution for Oracle Taleo. We use it as part of the hiring process and to enter an employee's information. 

We primarily use the solution for people management. We also use it for employee and manager self-service, as an HR module and as a tool for measuring goals and performance. We use the learn module and talent management. We also use the rewards, composition module. 

We use this solution to manage our employee's information and their salaries. 

Generally, we use it for payroll purposes.

We use Oracle HCM (Human Capital Management) to help set and maintain performance goals. This encompasses HCM, Human Resources, and critical learning.

I am using the Oracle HCM Cloud mainly for the finance module, which covers areas, such as core HR and payroll.

I'm helping customers with using the product. We are a reseller and implementation partner, and we also support  customers with the maintenance of the product. It is being used for core HR absence management and goal and talent management. We are currently also exploring the integration with a payroll system.

One of our customers is using version 21C, and two other customers are using version 21D. It is absolutely cloud-based.

Oracle HCM Cloud can be used for workforce management.

We used Oracle HCM Cloud for core HR, such as training, career planning, workflow, documentation, and performance management. We used a local solution to cover other functionalities linked to the local legislation, so Oracle HCM Cloud, being a global solution, couldn't cover the rest of the functionalities. In Central Europe, for payroll and local attendance, local solutions need to be used.

I work for a consulting company. I work with clients who have or are in the process of implementing those systems. I do not use them myself.

I do not have a reselling license. This is an independent consulting firm, and our clients occasionally ask us for advice on ERP systems.

I do not use ERP systems. I work with clients who use ERP systems. I haven't used any ERP system in the last 12 months. ERP systems are used by my customers.

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

I am a consultant. We use this solution sometimes, as projects with our customers, and they use Oracle.

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

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.

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.

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

All nine product modules have been implemented.

We're primarily using the solution for expansion purposes.

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

Oracle HCM Cloud is used to analyze the HR processes mainly.