Oracle HCM Cloud Reviews

We use the complete Oracle HCM Cloud suite for HR, payroll, absence, and talent management modules.

The most valuable features of the solution are the core HR, absence, payroll, and recruitment modules.

The customization of the solution presents many challenges. Since it is a cloud product, we depend on the patches provided by Oracle.

I have been using Oracle HCM Cloud for six years.

I rate the solution a nine out of ten for stability.

Around 10,000 users are using Oracle HCM Cloud in our organization. I use the solution daily.

I rate the solution’s scalability an eight out of ten.

I previously used Oracle EBS (Oracle E-Business Suite). We switched to Oracle HCM Cloud because of the cost, new features, enhancements, and support. Oracle is also planning to sunset Oracle EBS soon, so we migrated to the advanced product.

On a scale from one to ten, where one is difficult and ten is easy, I rate the solution’s initial setup an eight out of ten.

On a scale from one to ten, where one is low and ten is high, I rate the return on investment with Oracle HCM Cloud an eight out of ten.

On a scale from one to ten, where one is cheap and ten is expensive, I rate the solution's pricing a five out of ten.

Integration tools are available with Oracle HCM Cloud. Different methods based on security measures, company requirements, and infrastructure can be used to integrate the tool without many challenges.

I would recommend the solution to other users. Compared to other products in the market, Oracle HCM Cloud is worth considering for its cost, support, upgrades, UI, and security. Oracle is upgrading its products based on AI. They have implemented a couple of features for the chatbots and the recruitment modules. Oracle plans to involve more AI in its modules and features soon.

Overall, I rate the solution a nine out of ten.

Any organization with an HCM workforce for hire-to-retire functionality, including areas like payroll, benefits, recruitment, performance, and everything else, is a well-integrated solution.

The most valuable feature of the solution is that it is a cloud-based tool.

The software itself is to manage my company's data. I believe all the solutions that are available in the marketplace. There are more or less a few cloud-based solutions that offer good functionalities. I don't know if Oracle HCM Cloud has any specific functionality.

Having the software in your company means everything is very configurable, so it is actually a boon, while there are some negative sides. The tool's configurable side allows you to have more flexibility, but at the same time, it creates a lot of confusion that still has to do over so much of the configuration, which are areas that are conflicting in nature.

I have been using Oracle HCM Cloud for five to six years. My company sells licenses of the solution to others.

In terms of stability, the performance has really increased over time, so it is a good product.

The scalability of the tool is unlimited. The tool can be used on a use-and-pay basis, depending on the usage and licenses that you need. If you have a drastic increase in your workforce, you can scale it to an unlimited amount.

The solution's technical support is okay. My company understands that the tool offers support for 190 odd countries, so there is a bit of delay in response, but whenever you raise an issue with the support team, you get some satisfactory responses. If you have had only the chance to contact the support team once or twice, and if that has been good, I would have been able to generalize it. I would rate the tool's technical support an eight out of ten.

Positive

I have used PeopleSoft.

In terms of the product's installation phase, I would say that it is a SaaS-based product and offers a licensed subscription model.

I am not normally involved in the product's pricing since it normally involves the packages that a user chooses. Pricing differs based on a case-to-case scenario and client-to-client basis.

The major competitors of Oracle HCM Cloud are Workday and SAP SuccessFactors. As it is a strategy-based market, companies definitely offer a lot of discounts to attract buyers.

The tool's performance has improved drastically over a period of time. I started working on the tool in 2012 when its fourth release was available, and now the tool has released its twenty-third or twenty-fourth version.

Oracle takes care of the maintenance of the tool.

Oracle HCM Cloud doesn't provide a payroll solution for many other developed nations, including Australia. As a result, developed nations have to rely upon third-party payroll vendors, who provide good and direct integration. I think the integration of Oracle HCM with the aforementioned third-party tool is really good.

The tool has some AI capabilities. AI is used to analyze existing data and provide predictions. Oracle has developed some prediction tools, such as determining whether an employee is going to have to be given some flight charges or what the performance of this particular person should be. These can be good database points, which are really good for managers.

Oracle HCM Cloud is a stable product that is ready to cater to the needs of an entire market.

I would recommend the tool to others for multiple reasons. I would ask others to consider the brand name and the fact that Oracle has a global presence. If your organization has operations in more than one country, the tool works as a global solution. Nowadays, most of the major vendors are moving to cloud solutions. Oracle HCM Cloud is a cloud-based solution, but by having a global team, you can get good global support. As the tool offers a suite of other tools where you can get a set of integrated solutions like FSCM, SCM, and performance, it works seamlessly. The tool's integration with other pillars is great.

I rate the tool an eight to nine out of ten.

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.

What our customers like about it: Oracle provides HCM solutions in a software-as-a-service infrastructure. It's not an on-prem solution. It's an Oracle-hosted cloud system. 

So, once a customer subscribes to one of Oracle's HCM solutions, it's hosted by Oracle, and Oracle handles all the managerial functions and the system management functions of the product. 

The customer does not need to invest in infrastructure and the hardware site. It Software-as-a-Service (SaaS) solution. The customer only focuses on the processes and the functionalities of the system. And what Oracle provides to the customers within that subscription. 

And because it's a host of systems and is provided as a software-as-a-service (SaaS), Oracle carries on all the upgrades new functionalities, and new modules within the current subscription of the system. There are four upgrades. There are four increments within a year. In these four increments, Oracle gives all the product changes and the multifunctional gift free of charge because it's a matter of the subscription itself.

So it doesn't require any maintenance. All the maintenance is provided by Oracle.  

In some geographies, you might not find specific localizations. For example, here in Turkey, we can use all Oracle Cloud modules except for payroll. The Oracle payroll module isn't localized for the Turkish system. So, we need to integrate a separate, localized payroll solution with Oracle HCM. This can be considered a disadvantage in the Turkish market, but not every country. 

Oracle Payroll has many localizations for various regions. It just depends on the specific market and its requirements. If you implement Oracle in a country with comprehensive localization, it won't be an issue. But in markets like Turkey, you'll need to integrate other solutions.

However, Oracle is already working on so many functionality and enhancements within the system. So, in each upgrade, product upgrade. The system presents so many involvements and new functionalities, and all of these are designed according to the market trend. 

So, Oracle is especially working on the employee experience within the system; there is no limit or boundary in the means of the employee experience. 

So, Oracle can present new functions and aspects within the employee experience. However, it's an ongoing process, but Oracle can invest more in the means of the product experience. 

There are so many enhancements requested by the customers, but we cannot indicate a specific area or topic about that. Oracle handles that kind of investment pretty well. Moreover, there's a very efficient community, which is called Cloud Customer Connect. 

In the cloud and customer connects community environment, all the customers and partners can raise ideas about the product. And these ideas are rated and discussed by all the HCM professionals. Once the rate of some ideas extends to a specific level, Oracle goes and gets that enhancement request in its development plan- product development plan. So, all these enhancements and requests are handled directly by Oracle in a very transparent and innovative manner.

I have been working with this solution for five years now. 

It's highly stable because the system is totally managed by Oracle, Oracle provides 99.9% availability for the system uptime. All the systems are developed on some basic product standards. The interfaces and the general product do not differentiate according to the modules or functions. 

It's a highly stable and highly homogeneous HCM, especially for the employees' experienced type, and the use of the system is very configurable. And the customers and end users use a very stable and standard processes and interfaces.

The HCM scalability is again very high because Oracle supports the product itself. 

So, once we need an extension, there are various tools that we can use to expand the system. Just like Oracle integration cloud, Azure web cloud service, process cloud service, and visual builder cloud service, we can either personalize the current user interface and the processes, or we can generate or develop some functions from scratch. 

So, all these technological instruments are over there once you purchase an HCM product or subscription.

Oracle provides all the support functionality. There is a support Oracle Com website. All the customers who have an active subscription or product subscription can go and raise their tickets over there and get help and support from the Oracle support channels. 

Also, there is a huge Oracle community, and all the Oracle customers and partners can benefit from the knowledge and ideas shared amongst the community. So there are hundreds, thousands of individuals and professionals who use the Oracle HCM pillar. You can share your thoughts, information, and materials within this community.

Positive

In my previous work experiences, I had indeed worked with some other HCM solutions.

Oracle HCM is a natively developed product by Oracle. They haven't acquired or integrated any external solutions. This makes for a very stable and homogenous technological infrastructure. That's crucial because compared to other HCM competitors, even those on Gartner Major Quadra, most tend to acquire and integrate sub-modules, which can lead to integration issues. 

In Oracle, everything is native and built with Oracle tools, making it seamless and stable. Additionally, the cloud infrastructure is a big advantage. Not all HCM solutions are truly cloud-based. Many are still on-premises. Oracle Cloud HCM provides all the benefits of a cloud application.

The initial setup is not complex because the overall system setup and configurations are supported by a specific tool, which is called the functional setup manager. This is a step-by-step method to carry on all your configurations. 

You can keep track of the progress within the overall setup and maintenance activities, and you can assign some specific setup and configuration steps within your project team; the functional setup manager provides so many internal tools in order to make it easy to progress within your setup. It includes some project management tools. It includes some data import and data extract functional pieces and tools. 

Overall, project management functional pieces are provided by Oracle's internal project implementation methodology, which is specific to cloud implementations. So there's a very huge infrastructure in the means of managing your projects and managing your configuration.

We are implementing and giving support and maintenance consultancy for the HCM products. We are the experts in Oracle HCM Cloud. We also work with on-premise ERP and supply chain modules, but in the cloud space, we're experts in Oracle Human Capital Management.

The resources required for deployment and maintenance are totally dependent on the depth of the project because, in some projects, we may handle one or two modules, or in some other projects, we may need to handle multiple modules within the HCM Cloud. 

According to the depth and scope of the project, we position the talented and certified consultants on the system. So, it totally depends on the scope of the project. Each project member has their own expertise area; we generally divide and categorize the consultants' talents and experiences at which point they are working. We name some of the consultants as functional consultants. Some of them are named as technical consultants. Also, the project managers and data scientists are being positioned in the project. 

The functional consultants generally carry on all the analysis, setup, configuration, and test activities within the project. The technical consultant highly works on the report development or some extensions developing some extensions, or whether the system requires integration with a third party or not. They are also working on the integration parties and aspects. So, we position the consultants according to their expertise areas and the scope of the project.

The deployment of one module depends, but it may take between four and six months.

When it comes to ROI, the enterprise-level companies here in Turkey implementing Oracle HCM Cloud solutions are definitely seeing it. They achieve specific ROI figures within set timeframes.

According to the Turkish market, the pricing is a little bit expensive. There are so many HCM solutions in Turkish markets. So, Oracle is one of the expensive ones. So, not all people and companies can make an Oracle investment easily. 

But when we compare cloud solutions with global HCM solutions, they're not more expensive than an SAP solution or Workday solution, etc. But for our markets, for our country, it's a considerably expensive one. So, in Turkey, we can position Oracle HCM solutions only for enterprise-level companies. 

The product itself is very powerful, innovative, and easy to use. And in terms of total cost of ownership, it offers significant advantages. However, to truly maximize the benefits, a proper and accurate implementation is crucial. That's where partnering with a highly skilled consultancy and implementation team becomes vital. It highly impacts the project's overall success.

So, a customer who wants to invest in Oracle HCM solutions should first have a clear and defined Oracle HCM strategy for their specific HCM processes. Based on that strategy, they can then choose the appropriate modules. Collaborating with a competent and experienced implementation partner is highly recommended. 

Moreover, we highly advocate for a phased implementation approach. We don't endorse or believe in the "big bang" projects. Instead, handling the project in stages or in a step-by-step manner, aligned with the company's HCM strategy, is a much more effective approach.

Overall, I would rate the solution a nine out of ten.

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.

The system integrates very well with other Oracle systems. HCM Cloud actually fulfills most of the requirements our organization demands from this tool.  

HCM Cloud meets most of the requirements our organization has for the system.

The most important function is definitely managing the employee and employer staff system. This module allows the company to see information about its own employees. It's crucial for our organization, along with talent management. 

Our organization conducts equipment drives every three months, so talent management is also quite important for us.

HCM Analytics has the potential to be a very valuable module. Because Oracle HCM Cloud offers prebuilt KPIs in HCM Analytics.

The GUI interface should be more user-friendly. Because, when I first started working on these modules, I was guided step-by-step by my senior colleagues. 

But for someone new to the system, there should be a better, more user-interactive interface that makes it easier for users to understand. 

When I first saw it, it felt like a human-understandable version of Linux, because a simple Linux system is not user-friendly for most people. While programmers may understand it, the GUI interfaces on current Linux systems are still not user-friendly enough. That's the point. 

When I first saw these modules, I had that initial impression. But, as I started working with them, things started to make sense. So, it was just an initial response, and with time, it was fine.

My suggestion is that the user interface needs to be more user-friendly, especially for new users. 

My organization has been using it for about six or seven years. Personally, I've been using it for around eight months.

I would rate the stability an eight out of ten because there are some glitches. But most of the time those glitches are due to human error.  

I would rate the scalability an eight out of ten. In my department only, there are around 30 end users. 

I haven't personally contacted Oracle support, but my senior colleagues have worked with them and had a good experience with the Oracle support team.

It was already deployed in my organization when I first joined my company. The modules were already selected and the processes were integrated within the system. 

When I came into the organization and was introduced to HCM Cloud, they showed me how it works. I didn't read the documentation in-depth because my colleagues were using specific procedures, so they just guided me through the system. 

However, if the organization starts using a completely new module in the same cloud, I would definitely read the documentation and follow the learning path provided by Oracle. 

Additionally, the company still uses HCM EBS (e-Business Suite), which is the HRMS system. While HCM Cloud seems better in my assessment.

Based on my experience, I would rate the solution a nine out of ten. 

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

The most valuable feature of Oracle HCM Cloud is the dashboards, customization, and configuration.

I have been using Oracle HCM Cloud for a couple of years.

The stability of Oracle HCM Cloud is good.

Oracle HCM Cloud is a scalable solution.

There are approximately 4,000 to 5,000 people using this solution in my organization.

The support from Oracle HCM Cloud is great, they are responsive and helpful. However, they still could improve.

I rate the support from Oracle HCM Cloud a nine out of ten.

Positive

I have previously used Workday and SAP. SAP is a more fixed-based solution rather than cloud-based and is an older system. When we were looking to upgrade to the cloud we wanted something different, it came down to a comparison between Oracle HCM Cloud and Workday.

The initial setup of Oracle HCM Cloud is straightforward. The deployment takes a couple of days.

The implementation of the solution is done by a third party we pair up with.

The price of Oracle HCM Cloud could improve. However, everyone would like the price of a solution they are using to be less expensive.

We evaluated Workday and SAP before choosing Oracle HCM Cloud.

All solutions have room for improvement and there are lots of solutions coming out with additional enhanced usability or capability at the moment. The reason a lot of people have moved on from SAP is that they didn't stay with the times and the likes of Workday and Oracle filled in that gap by being able to provide something that was more modern, and more on trend at that point in time. It is important to keep up to date with those trends.

I rate Oracle HCM Cloud an eight out of ten.

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.

The tool's implementation has resulted in significant time savings, ranging from 30 to 50 percent across various processes. Oracle HCM, particularly its payroll functionality, has proven to be highly valuable for our organization. Additionally, the ability to implement various customizations has proven valuable. The robust nature of Oracle HCM Cloud ensures high accuracy. 

I would like to see improvements in the user experience, specifically reducing the number of clicks required to achieve desired outcomes. Additionally, enhancing the look and feel of the front end and allowing for a greater level of configuration would be beneficial. Its pricing should be less. 

I have been using the product for two and a half years. 

I rate the product's stability a ten out of ten.

I would rate the tool's scalability a nine on a scale of one to ten. 

Oracle's support is very good. 

The initial setup's rating is around a six on a scale from one to ten, and the process was of medium complexity. The complexity varies depending on the specific aspects of the implementation process. It took approximately eight to nine months for the deployment. The deployment team consisted of 15 resources. Four people are currently needed for maintenance.

An integrator helped us with the tool's deployment. 

The return on investment is about seven out of ten.

I rate the product's pricing a seven out of ten. A comprehensive understanding of your requirements is essential for successful deployment. Without it, the process may become challenging and less likely to succeed.

I rate the overall product an eight out of ten. 

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 helped the company in transitioning to a single platform rather than using multiple enterprises.

Oracle is a strong option for purchasing or procurement.

I prefer Workday.

The user interface, as well as the interfaces between modules, should definitely be enhanced.

I worked with Oracle HCM Cloud for two years.

Oracle HCM Cloud is a very stable solution.

Oracle HCM Cloud is scalable.

We had approximately 10,000 employees, in our company.

I would rate the technical support a three out of five.

Neutral

I use Workday, every day, and I have also worked in SAP.

Workday, in my opinion, is the best HCM solution.

The initial setup was pretty complex.

We had a team of 50 people to deploy this solution and a smaller team of 10 to 15 for maintenance afterward.

We used a third-party consultant to assist us with the deployment.

The company had seen a return on investment while using this solution.

The timeline that they give you to implement is always too compact.

I would rate Oracle HCM Cloud a seven out of ten.

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

This solution is valuable because it's robust and very dependable. 

We now have Oracle Cloud Recruiter which is an upgraded version of Fusion. It requires a separate implementation rather than being an upgrade from the older version. It more or less requires an additional investment from us for another round of implementation. That migration is challenging. Fusion is more of a traditional solution so I'd like to see them include anything that will make it relevant for the current generation. Navigation currently requires more steps than it should. 

I've been using this solution for five years. 

The solution is stable. 

The solution is scalable, we have around 5500 users.

Some of the support staff are really good. We have issues when they hand off an outstanding issue to the next person.

When we implemented it was really difficult. We used third parties to implement but the job wasn't sufficient for our needs. HCM can't be deployed in-house which means dependency on implementation partners. If they are not adequately capable, it costs us. We had a very difficult experience with our initial deployment. Maintenance is directly relational to the usage and I'm not getting good mileage out of that. 

Our ROI is okay but it's not in line with what we would like to see or have going forward and that's the challenge. If I want to get a good ROI, I have to invest in improvements. I don't have great mileage as things stand. The solution needs constant feeding and constant spending. 

It's difficult to assess whether this is an expensive solution. Salesforce, for example, costs about $100+ per month, but it has significant business visibility in terms of revenue, along with great extension ability. Fusion costs less but the usage is low because there's little to entice our employees to access it. 

Salesforce is the main competitor in this field and always comes out on top for us because of its customer support and speed in responding to and resolving any issues. They are very quick. SalesForce is also one of the best in terms of a solution of our choice, probably followed by NetSuite. Fusion lacks sufficient ability. 

I rate this solution six out of 10 because it's lacking in certain areas and not at the cutting edge in terms of market needs. I've seen many other tools that really serve our needs but we don't have that here because of their old-fashioned approach.