Oracle HCM Cloud Reviews

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.

I find Oracle HCM Cloud very useful for gathering data or information, with its best benefit being data integration. I also like that it manages query scripts and distributes the information.

What could be improved or added to Oracle HCM Cloud is having it integrated with collaboration tools, e.g. Git. Git is a tool you can use for project integration. I'd like for this solution to be integrated with Git.

I've used Oracle HCM Cloud for four years. We're not currently using it because the project we're working on now doesn't require this solution, but the last time we used it was six months ago.

Oracle HCM Cloud is a stable solution.

I find Oracle HCM Cloud easy to scale.

This solution has very good technical support. Oracle also has enough support documentation in the internet.

It's very easy to set up Oracle HCM Cloud.

I can recommend Oracle HCM Cloud to others, because it helped us in some of our projects. People should use this product because it can help make them productive.

I'm rating Oracle HCM Cloud an eight out of ten.

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. 

The solution has much room for improvement in all the modules and we are not wholly satisfied with it. The goal in performance, compensation, learn module, core HR and employee and manager self-service should all be addressed.

The initial setup was complex. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

I rate the technical support as a four out of ten. 

The product features and functions and the GUI (graphical user interface) should all be fundamentally improved. There are many features that are absent from the solution. The data is not synchronized and this is evident when an employee transfers from one location to another. 

The visibility of data is not synchronized in the goals and performance module, which translates into a lack of visibility when it comes to the details. By way of example, I cannot see my performance rating or the details from the previous year or quarter in my position as line manager. 

I am forced to go with and open multiple screens and windows.

The learn module lacks flexibility for gauging the accuracy of the completed learning or the assignment details. It has many limitations. 

There is much to be improved when it comes to employee and manager self-service.

I have been using Oracle HCM Cloud for four years. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

We have 35,000 employees in our organization, so we consider the solution to be scalable.

I rate the technical support as a four out of ten. 

The initial setup was complex. 

The implementation was handled solely by a record team, with the implementation partner being the record office. 

I cannot comment on the cost, as this is handled by a different team. As there is a team that is responsible for this, I cannot specify any one individual to whom this question should be addressed. 

I rate Oracle HCM Cloud as a three out of ten. 

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.

Talent management is good to find top-performers and make improvement plans for and with other workers

The absence management can use some improvement. Due to all the flexible working, the part with work schedules could be a little bit more flexible. 

We were demonstrating the reporting tool, and there was one competitor that had a solution that was not yet included in Oracle. Its reporting tool is fine. We had to do a presentation, and there was some other company doing a presentation of a specific reporting tool, and they were able to show a window in a window. That feature was very impressive, and that's not yet possible within Oracle. It might get added in the future. It is nice when you have a kind of dashboard with a graph, and you can easily compare it with another graph.

I have been working with and using the product since it has been on the market.

Its stability is okay. That's not a problem.

Its scalability is also not a problem. If your business is growing and you get more employees, you just pay a little bit more contribution. The subscription will change. That's not a problem.

One of the clients has only 300 workers using the system, and the other one has something like 18,000 or 19,000 workers using the system. They do have plans to increase the usage.

Their technical support is okay. I don't have any problems with the Oracle support part. They are of great help.

Positive

They switched from another product to Oracle. A client has a combination of an HR and payroll product, and they are currently considering moving to Oracle HR for the core application and then integrating with the payroll provider.

I was involved with one of them, and it was quite straightforward. It was not that complex. Another one was done with another partner company and Oracle consulting, and that was a little bit more complex due to many countries and localizations that had to be used, especially as per all the local regulations for absence management, entitlements for all the employees, and stuff like that.

The environment was available within a few days. That was not a problem. The entire implementation was something about three to four months.

In terms of maintenance, for the smallest one, it was one worker doing it part-time. For the other one, it was a little bit more complex because they are in many countries. So, they have a kind of a global team, and they have local people working on it. The third client has something like three people for the payroll interface and maintenance of the system.

The contract for one of them will be extended for three years and for another one for two years. One of them is paying monthly, and another one is paying per quarter. I don't know about the third one. So, it differs.

I would advise others to try to stay with the best practice business flows as much as possible. Try the standard product as much as possible before considering to make small changes that are required by one or two people. One of my customers had a requirement of making customizations to the forms, such as removing fields, but after a year or so, they suddenly realized that those fields could be very useful. They had to be enabled again. So, it's better to stay with the standard product and provide correct instructions for the users.

I would rate this solution an eight out of 10.

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

It has good navigation, and it is user friendly and secure. Every three months, there is an upgrade, and it has new features.

It is a cloud solution, so we cannot do much customization. However, if you have a
past license, you can do the customization, but unfortunately, we don't have a past license. If we had that, we would have been 100% happy.

I have been using this solution for three years.

It is stable.

It is scalable. We have 10,000 users. We are going to continue using it and increase its usage.

We have our own support consultants. We are maintaining the whole support.

We were using Oracle EBS before migrating to Oracle Cloud.

Being a cloud solution, there is no installation. It only requires configuration.

It has a licensing cost. It has a cloud-based subscription, which is quite cheap.

I would recommend this solution to others. Oracle provides a roadmap for every release and publishes it on its website. You can also give inputs in terms of new features that you are expecting. If a certain number of users are looking for the same feature, Oracle will incorporate it into the subsequent releases. 

I would rate Oracle HCM Cloud an eight out of ten.

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

The product's most valuable feature is the centralization of data. It gives information on activities in the company and gets people to interact as well.

There could be a way to reduce clicks and make it less complicated from the users' perspective. Additionally, there needs to be familiarity mixed in with novelty. It could be collaborative as well.

The product is working perfectly in terms of stability.

We have around 25,000 Oracle HCM Cloud users.

Oracle has been extremely helpful in guiding me as a product trainer.

Neutral

A third-party vendor did the initial setup. They encountered difficulty with the implementation to some extent.

The product could be more affordable.

I advise others to experiment with the platform. Most people think that using this system is complex.

It's a management system that keeps track of all the essential things. It is a great tool and has a lot of potential. I rate it a seven out of ten.

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.

The most valuable features of Oracle HCM Cloud are the easy ability to customize the solution and applications. Additionally, the solution updates the solution 

The solution could improve by having better integration between on-premise and the cloud. It can be difficult and time-consuming to migrate our applications and interfaces.

Oracle HCM Cloud is not integrated well into Pakistan's industries.

Within the past year, I have utilized Oracle HCM Cloud.

The solution is reliable and stable.

The cloud version of the solution is quicker than the on-premise.

Scalability is not required, but it is scalable. However, there are plenty of modules if a company wants to purchase them.

The support could improve to provide companies with migration assistance. The response time for the support from Oracle HCM Cloud is good.

I have used other solutions, such as SAP SuccessFactors.

We have a lot of data to implement in a large banking environment making the process difficult. It can take approximately two to four months. In smaller environments the implementation.

The is a license needed to use the solution. The license can be paid in different increments, such as quarterly.

I would recommend this solution to others.

This is the solution we are currently using and we would like to encourage others to implement it as well. With half of our team working from home, it is important for our HR staff to be accessible through the cloud. There is no need for them to physically come to the office as they can easily access their service apps and dashboards remotely.

I rate Oracle HCM Cloud a nine out of ten.

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

I found all of the features to be valuable. Since it is an integrated solution, it brings speed and efficiency to the business process.

Each business has its own unique process for performance evaluation. We work with templates, but the templates in Oracle HCM Cloud are a bit rigid. Once we are done working on a template, we can't change it unless we create a new one.

Creating a new template is feasible. We can create a duplicate template and edit it. However, our clients consider creating new templates to make updates as a challenge.

Some of the functionalities are cast in stone. When businesses have a unique way of doing something, and we tell them that they have to do it in a certain way in Oracle, it gives rise to arguments since they want enough room to accommodate their old processes.

I have been using the solution for the past four years.

The solution is stable. Most of the instability is due to our network connectivity.

The solution is scalable. We had an engagement session with Oracle support, where they explained that they could add some patches to accommodate huge numbers of users. If the number of users increases, we can contact Oracle, and they will do some modifications for us.

Sometimes they provide the solution. Sometimes, the individuals who respond to the SRs do not have the knowledge to help us with our request. It leads to more communication back and forth and causes delays. We could tell they were trying to get their heads around our request. Other times, you get lucky and get people who understand your issues and give you a straight-up solution.

From a functional perspective, the initial setup wasn't a difficult task. However, from a technical perspective, there is a bit of integration involved. I would rate the setup difficulty a seven out of ten.

If we want to learn to implement the solution, we should acquire knowledge about both the technical and functional aspects of the solution. Some of the functionalities or tasks we need to perform are intertwined.

We may do something on the functional side, but then we might realize that we also need to do some technical work. So, it is good to know both aspects, which takes time and effort.

The deployment took us six months. A third-party team did the deployment.

The solution’s pricing is high.

I specialize in HCM. The solution is cloud-based. It gives us a heads-up about interruptions. We cannot just be functional consultants. We must know the technical aspects. From an implementer’s point of view, some businesses want the solution but don't have their processes streamlined. So it becomes a problem, and we end up spending a lot of time on the project. Before choosing a solution, it would be good to do the groundwork by testing the client’s business process and streamlining it as much as possible.

Apart from my reservations about the performance module, I would rate the solution a nine out of ten.

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

The most valuable feature of Oracle HCM Cloud is its integration.

Oracle HCM Cloud could improve by adding AI and more offline capabilities.

I have been using Oracle HCM Cloud for approximately eight years.

The solution is stable.

The solution is scalable. The solution is best suited for mid-sized to large companies.

I have previously used NetSuite and SAP Business One.

The initial setup of Oracle HCM Cloud is complex. It is complex for coding and creating. The solution is highly flexible and has many features with the configuration making it more complex than the NetSuite. The configuration setup takes time.

The price for Oracle HCM Cloud is expensive in Iran, but in other countries, such as Turkey, it can be reasonably priced. 

There are times when the deployment requirements can change and in some cases, we need to have a lot of customization and personalization. This can increase the time the project takes and the cost of the project. 

There are some projects where we need third-party software. For example, in a large Turkey and Dubai company, we use the time and labor inside Oracle, but for the others, we didn't use them. We have to create it in-house or we can buy the missing tool from another company. The integration from these third-party companies costs money.

We make a lot of effort in finding what is the best suitable solution for a company. I would recommend others to do their best and research what solution best suits their company's use case and proceed from there. 

I rate Oracle HCM Cloud a nine out of ten.