Oracle HCM Cloud Reviews

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

It has completely changed the way we work, because it automated the majority of our HR processes. As an example, we used the system for our construction site offices, and were able to increase our hiring right on site by more than 70 percent.

It's a very configurable solution, because we operate in 13 countries at the moment. It was quite easy to configure the system to support local processes and be compliant with local legislation.

I would focus on making high volume recruitment more bulky. E.g., if we could clone offer at the same hourly rate for the same position, it would be helpful.

We haven't had a single issue with stability, and we've been using it for more than three years.

It's highly scalable and configurable.

Technical support was a limited arrangement in terms of issues going on. We go through their channels of raising support tickets, and the tickets are addressed in due course. We just entered into this arrangement due to cost. 

Once my team and I learned more about the product, the initial setup process became very straightforward.

We were not very lucky with our implementation partner. 

Make sure you get references regarding implementation partner credentials.

Reporting.

Better agility/flexibility in HR organization, with more insights into the organization.

Clarity of navigation. Currently, navigation is all jumbled up. It's one way for self-service, different for manager self-service, different for an administrator. Even if the functions are different, navigation has to be consistent.

Since release, around six to seven months.

Very few.

No.

Bad, four out of 10. Very slow to respond to issues, requires a lot of work from the HR team just to give them all the details. For every issue you have to upload at east five to six documents, replicating the whole scenario; and then, still, it is usually painfully slow.

PeopleSoft. The switch was due to a cloud/digital push.

Complex. Proper documentation, training, and user materials were not available.

Pricing is competitive.

Workday, SAP SuccessFactors.

Focus on training and materials from your implementation manager.

The Talent Management solution is one of the best available in the market, and even other areas, like Core HR and Compensations, are highly customizable for a cloud product.

Automates payroll and automated integrations via web services, which have reduced man hours and increased compliance.

Learning Management on cloud is relatively new and has scope for improvement.

Four years.

Rarely.

No.

I would rate it as seven out of 10.

SAP. Switched as it was very restrictive and less customizable.

It takes time to get your head around it, but once it is done, it looks easy.

Pricing is competitive with good discounts offered.

Not applicable.

Good for an organization size of over 500. For best results, go with a seeded product implementation and try avoiding unnecessary customizations to the product.

• Business intelligence is integrated with the product.
• Gives real time information about employees and processes for managers.
• A self-service BI to key business users.
• Managers can have their analysis delivered in any way: Dashboard, table reports, analysis, charts, etc. with no development cost.

• Talent review (Nine Box) online: An HR specialist can manage their talent review meetings entirely within the system. This includes meeting planning, execution to management of action plans post-meeting.
• It is possible to change a person, add comments, add developments or performance goals, tasks, do a promotion, transfer, manage a salary or even perform termination. All this is done with no extra documents, Excel spreadsheets, or reports.
• All information is on one screen, available to the HR specialist or managers at the meeting to review and take the necessary action.

• Best fit analysis feature: Helps you to identify the correct position for the correct employee. You can visualize all gaps that you have in the current position or for the next level in your career. You can also compare two employees to see the difference between them or compare them to a specific position or job.
• If you are planning your succession plan, you can use this feature to check who is the most suitable for the position, comparing requirements for the position or comparing competencies, and skills and qualifications of the current employee in the position. All information that you gather in the sub-processes of HR goals, performance management, and development plan is available.

• Mobile and Social: This solution has a social network for your company where you can manage knowledge sharing and collaboration. Communities, chats, kudos, etc., can all be used to support your HR processes, such as goals and performance management. This can be done on your mobile device.

Before the solution implementation, our bonus compensation policy was based only on profit and loss results.

We believe that this approach is not the best. In the end, you put all your employees at the same level, increasing the difficulty in identifying talents and paying for performance.

We decided to implement a goals and competencies evaluation process. This will adjust bonuses according to performance. We define all relevant organization goals, give them a weight, and then design a process.

The recruiting process needs work. This is the only module that is provided by other applications and it is not integrated. You need to ask Oracle to "integrate" both applications. This is done with no additional cost, but it is still an outside application.

Although you can turn on the integration between them, it is a different application. You lose all the benefits provided by the integrated modules in Oracle HCM Cloud.

The recruiting solution standalone is a great tool for the recruiting processes. However, when you use it with the entire solution, you may experience some problems. This is the case, especially if you have a process that is a little bit more complex than the usual process.

I have been using this solution since Version 5, in 2013.

So far, no stability issues have been experienced.

So far, no scalability issues have been experienced.

I would give technical support a rating of 2/5. Despite having an SLA contract, the technical support is still terrible.

We have experienced some cases when implementing the solution for our customers, where a service request was created with Priority Level 1, Production. The problem took more than a month to be fixed. This is a service that definitely must be improved by Oracle.

Some examples that we experienced with technical support:

• Dumb questions such as "Did you press the button X to confirm?"
• Same requisitions by different people
• "Provide me with the 'how to' for the issue," but the 'how to' was already attached to the SR
• A conference call was scheduled and then cancelled 30 minutes before it was supposed to start.

We didn't use other solutions previously. We went straight to the Oracle HCM Cloud Solution.

The initial setup is pretty easy to do. It takes no more than a day to do it. If you have a simple process that fits with the solution proposition, then you can implement it pretty fast. Almost the whole setup is performed with step-by-step pages, which reduces the complexity. Day-by-day changes can be performed by a key user from the business with minimum training.

Of course, if your process is complex, the setup will be more complex.

Don't forget to include the implementation cost of an Oracle partner, and not only the subscription, in your cost benefits analysis. (Business plan, ROI, payback.)

On the other hand, the cost of maintenance, upgrade, infrastructure, and support is already included in your subscription.

We had the opportunity to work as a project manager of a SAP SuccessFactors projects for one of our customers. This introduced us to more details about the SAP Solution, not only as a competitor, but with customer’s eyes.

Forget about customization. If you are looking for a solution that can be changed and tailored according your company business rules, don't go with this solution. Overall, this solution provides Human Resources sub-processes best practices and a large amount of flexibility to attend to a lot of business process requirements.

It is designed in such way that end users can do their jobs without knowing much technical details. Most of the functions can be handled by an analyst, which in turn, removes the dependency on the IT department. This makes the user self-driven and ultimately increases user satisfaction and human productivity.

1. Collaboration was never so easy. The collaboration of activities in Fusion HCM are much more instinctive as compared to Oracle EBS (anther ERP from Oracle, on which Oracle HCM Cloud is based).
2. Fusion HCM is synchronous with human behavior.
3. It helps to identify potential talent.
4. Graphical and pictorial presentations of team performance tracking and the employee directory allows goal allocation.

The payroll part of the product requires more changes, which I feel are already in the future release of the product.

I've used it for over three years.

Deployment is awesome.

Scalability is awesome.

Implementation is straightforward, provided the implementor has an HR process and legislation-specific knowledge. There are a few Oracle propriety tools and techniques that one has to learn and apply throughout the implementation.

HCM Cloud is built on the latest robust middleware "Fusion Middleware". It includes all great features that come from PeopleSoft, EBS, JDE, Sibel, Hyperion, Taleo etc.

Easy to learn from technical and functional point of view.

We have done our first ever implementation of Payroll and Absence module with over 10,000 people in North America. My advice is to keep yourself up to date with the product and attend the training that Oracle offers.

Return on investment is always a major consideration when making an investment in your company. Here are some key best practices for HCM solutions that you can utilize to increase your return on investment and lower risks:

• Identify your HR processes, and select a complete HCM solution: You need to determine the HCM capabilities that are required and their interaction with each other to maximize business. The key is to understand the interaction of the related HCM processes in different modules and select an HCM solution that allows you to deliver a complete solution without starting a new process at every turn.
• Identify the integration points with other non-HCM applications and solutions: You need to take into account the standard integration of HCM modules with other applications like, Procure-to-pay, Project Accounting, and Internet Expenses etc. For instance sharing the HR position hierarchies for procure-to-pay workflow processes ensures that the procurement managers making purchases are managers with the appropriate authority to make the types of purchases they are making. Considering the need for these integrations will reduce ongoing technical costs and enable greater automated workflow from the solutions implemented.
• Identify international scalability and data ownership compliances: You need to ensure availability, redundancy and performance at all global locations by taking into account the global scalability feature of the HCM solutions. For instance, Multi language support ensures that the managers don't need to maintain separate systems and will help bring together key processes and data thus maximizing business results. Data privacy norms, which differ by country, needs to be considered and long term control of data should be maintained.

• Employee and manager self-service
• Online performance review
• Talent management capability
• Mobile capability

• The ability to update your information online from any device is invaluable
• Performing performance reviews online
• Removing the need to use paper
• Giving the data to produce the analytics

These weren't possible before we had this system.

Time Management solution. The native mobile application TAP is in great need of improvement. Apparently, a new version is coming in R12, so we look forward to seeing this.

I have been using this for four years.

In the early releases of the solution, we definitely experienced stability issues. But since R9, the stability has improved considerably. The mobile app TAP is still quite unstable and needs lots of improvement.

We have not encountered any scalability issues.

I would give technical support rating of 3.5/5.

In the beginning, it was poor. Over the last two years, support has improved greatly.

It still needs improvement. Often, it takes a long time for support to respond. They sometimes move issues between countries and shifts. Mostly, the support is good, though.

We had a paper-based system.

We implemented the solution for other customers, so it was straightforward. But it's not something that could be set up without an implementation partner.

Buy the product at Oracle year-end because you get bigger discounts.

We are closely linked to Oracle, so we chose Oracle.

Use the right implementation partner and ADOPT rather than ADAPT. Take the solution as it is delivered and don’t try to adapt it to your needs.

SaaS solution that reduces cost of ownership and maintenance

Offers free upgrades with the latest features and add-on capabilities for modules that we require

Oracle provides two upgrades for their cloud HCM solution each year. These upgrades include enhancements to existing functionality, new functionality, or introducing new modules that can manage business processes more efficiently.

For example, at the initial stage, we got core HCM modules that were helpful in managing employees and organizational details.

With subsequent free upgrades, we got the ability to use social connects like chats, group discussions, and online meetings.

With further upgrades, we kept on getting enhanced user experience with revised UI, mobile applications, and iPad-dedicated applications.

These upgrades are part of our service agreement. As long as we keep paying subscription fees, we keep on getting these upgrades for free.

Our organization covers three states in India and 4 in US. Employees are spread across these regions and need to access HCM system on-the-go. Oracle HCM Cloud offers subscription based services to system that includes web based interface, and mobile and ipad application. A simple net connections and credentials are enough for employees to access system and utilize HCM related services like time sheet, leave or personal information update.

In addition to this, inbuild chat system helps employee keep connected with each other and HR Representatives for day-to-day tasks and follow-ups if required.

Our organization is spread out over a wide geographic region. Using cloud-based technology, we assure that all employees and HR teams have a seamless experience from their desktop, on-the-go mobile application, or iPads. They can utilize functions like absences, timesheets, and expense management with a decent internet connection, anywhere and anytime.

As the product is cloud based, it is a heavily standardized system.

There is little or no option to customize business processes, features, or integrate the few exceptional business processes to work with the existing product.

The majority of HR functions are standardized in terms of transactions in the system. However, each organization has peculiar functions, such as their forms.

As of now, there is no functionality in the system to accommodate such exceptions. They do have functionality to incorporate some in other products. These are excluded, especially for cloud HCM.

I have been using this solution for over three years.

We faced stability issues during the nascent stage of implementation, but none after that.

As a part of our service agreement, we provide services to a number of users over a geographic spread and during peak usage times. This communication helped us manage scalability without any challenges.

Technical support, during some stages, was a bit of hassle. As the product is now stable, we have fewer instances that require support.

We used a customized system provided by a local vendor. As our organization grew, we needed a better solution that would work for us and across various geographies.

The initial setup was a bit of challenge. There were issues to take care of such as new terminology, functionality, and legislative requirements.

From our experience, we would recommend to go for a basic system and functionality at the initial stage. Switch to additional (non-essential) modules if, and when, the organization needs better functionality.

Implementing all modules or features in one go might increase implementation time and complicate the process.

We evaluated three other products. Two of them were from local vendors and the other was Workday. As Workday is officially not supported for India, we had to rule that out.

Owning to our past experience with local products, we chose to go with Oracle. The system is supported in all geographic locations that we operate in and has a good presence with clients to reference.

Definitely use it.