Oracle HCM Cloud Reviews

My current use case in Oracle HCM Cloud involves understanding how I am using it now with customers and as an end user.

As a user of Oracle HCM Cloud, I use it because I think it's pretty good and easy to navigate; however, after Redwood, I feel a little lag sometimes. It takes a little more time to load the page. Otherwise, it's easy to use and there are more functionalities.

In my opinion, one of the most useful features in Oracle HCM Cloud is that we currently have so many things on the same screen. We don't need to click so many times to get the answers. On the same screen, we get a lot of information, which is really helpful. There are fewer clicks now than before, and that's one of the most important aspects I feel.

I am generally satisfied with the talent management capabilities in Oracle HCM Cloud, but as I mentioned, there are certain pages that really lag sometimes and there are a lot of bugs in talent management. Before, when it had a responsive UI, it was fine, but after it switched to Redwood, I feel there are bugs, and the functionality stated in the documents is not accurate. It takes some time to get that feature, and we need to raise product SR or ask in the community how it works. It's not easily understandable, especially in the talent management area.

One potential area of improvement for Oracle HCM Cloud is that it lags. It takes time to reflect the pages, and the loading time now requires us to wait for the page to load. Earlier, we used to click and see the page immediately. However, now we need to wait for it to get loaded, which can be frustrating when working in a fast mode.

I have been working with Oracle HCM Cloud for approximately five years.

Out of ten, I would rate the stability of Oracle HCM Cloud as a seven.

I would rate the scalability of Oracle HCM Cloud as an eight, or possibly an eight point five.

I would rate the technical support from Oracle as a nine out of ten.

Positive

Comparing Oracle HCM Cloud with SuccessFactors, I have worked in SuccessFactors for just one year four years ago, so I don't know how much it has upgraded since then. After AI and automation, I don't know much about SuccessFactors now since I am using Oracle HCM Cloud only, so maybe it's better.

The setup process for Oracle HCM Cloud is simple; it's not that complex because it's straightforward. We know where to go and how to proceed.

I feel the pricing for Oracle HCM Cloud is market competitive; other products are in the same range. Out of ten, I feel it's around six or seven. It's reasonable and not that much.

One of the main competitors for Oracle HCM Cloud, based on my experience, is SAP SuccessFactors, which is one of the biggest competitors currently, along with Workforce.

I am using Oracle HCM Cloud mostly for all the processes regarding HCM, including HR, recruiting, payroll, and absence management.

Regarding the analytic part of Oracle HCM Cloud, it is fine; it's giving us smooth and one-area answers, so I feel the analytic part is working well.

I don't have experience with the payroll management feature in Oracle HCM Cloud currently, but we are using it.

I am somewhat satisfied with the mobile-friendly interface of Oracle HCM Cloud; however, I'm not that in use with mobile, but I have used it sometimes and it's working fine.

I didn't go through Oracle HCM Cloud's compliance and policy automation features much.

I am satisfied with the functionality of Oracle HCM Cloud, and this is the main thing that Oracle needs to work on; otherwise, things are good. I would rate this review an overall seven point five out of ten.

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 use Oracle HCM Cloud for HR operations which include absence management, talent management, employee records, and recruitment processes. It integrates with external applications like payroll systems and health management systems. I leverage standard and custom integrations to facilitate efficient HR processes.

The integration capabilities of Oracle HCM Cloud are valuable, particularly its support for managing global HR operations, including absence management, talent management, employee recruitment, and performance evaluations. I have implemented processes such as pre-approved overtime to improve cost-effectiveness. Oracle HCM Cloud supports extensive HR functions, enabling seamless connections to external systems and offering standard integrations for key functionalities.

I would like to see more flexibility in integration interfaces for different functions. Standardizing the exposure of functionalities within the application as external interfaces could enhance integration capabilities.

I started the implementation in late 2017 and completed it by January 2021. Since then, I have been working on supporting the ERP landscape, including Oracle HCM Cloud.

Oracle's technical support is generally satisfactory yet lacks flexibility and rapid response times. There are often delays due to bureaucratic processes, especially when acquiring necessary specifications and documents.

Neutral

I used HRIS from Oracle before moving to Oracle HCM Cloud. The switch was made to gain advanced functionalities and integrations.

The initial setup involved taking a dump of the current payroll system to ensure similar operations, unifying employee identities across systems, and conducting thorough data mapping. Standardization and digitalization of processes were pivotal to the setup.

Cost-effectiveness has been enhanced through automated overtime processes, predefined approval steps, and reduced discretionary overtime hours.

Cost-management initiatives were implemented to reduce expenses, such as controlling overtime hours. Licensing costs were also a consideration, particularly regarding contractors.

I am aware of Workday as a competing application, however, I have not worked with SAP.

I rate Oracle HCM Cloud nine out of ten. 

I recommend it due to its comprehensive nature and alignment with HR standards.

We used Oracle HCM Cloud for HRMS to access without a perpetual license. We aimed to transition employees to the cloud because Oracle planned to stop support for E Business Suite by twenty twenty-five. We wanted to test and understand how Oracle HCM Cloud would support our business needs.

It facilitates operations by enabling tasks such as digitizing employee records, details, and documents. This reduces the need for a large team to manage operations.

Absence management, self-release, self-service, and raising help desk issues are particularly valuable. This makes operations easier, and Oracle has excelled in this area with Fusion Explorer.

Legal local legislation integration could improve. Instead of uploading documents, a default integration with local government authorities would simplify onboarding. This would enhance the overall efficiency.

I have been handling Oracle HCM Cloud for seven or eight years.

The solution is quite stable, and I would rate its stability between eight to nine out of ten.

You can't scale HCM on Fusion Cloud as a standalone service. However, Oracle provides a platform as a service where extensions are possible.

Oracle provides robust technical support, with regular updates every six months or quarterly. I rate the technical support as eight out of ten.

Positive

The initial setup was straightforward because of our familiarity with Oracle E Business Suite. The interface is slightly similar, which eased the transition.

The ROI is more about easing operations rather than quantifiable metrics. Digitizing operations means fewer employees are needed to manage various tasks, bringing an indirect ROI.

Oracle HCM Cloud pricing is a bit expensive compared to newer solutions.

I would recommend Oracle HCM Cloud to others. On a scale of one to ten, I would rate Oracle HCM Cloud as nine because it meets our needs effectively.

Oracle HCM Cloud is a payroll management system. It is fully configured and helps in setting up payroll with ease. It includes applications for talent management and workforce management, allowing for easy control.

The solution is simple to set up because it's a payroll system that is fully configured. It requires just adding employees and the payroll is set. It is simple to use and helps save time in processing payroll.

The most valuable features of Oracle HCM Cloud are its ease of setup, being ready for consumption, talent management, and workforce management applications. 

It is simple to use and can streamline processes because it does not require further development. 

Additionally, it saves time when processing payroll.

Oracle HCM Cloud could improve in its integration with access control devices. When managing workforce, integration with such devices would help capture employee clock-in times seamlessly.

I have been using Oracle HCM Cloud for three years.

While I have not seen any downtime, the system can be slow at times. Overall, I would rate its stability as an eight out of ten.

I would rate the scalability of Oracle HCM Cloud as seven out of ten.

I would rate customer service a seven because it takes a process to reach a real person, often involving chats with AutoChat first.

Previously, we used a locally customized solution called HR Master. We switched to Oracle HCM Cloud due to its stability and better support.

The initial setup of Oracle HCM Cloud is very easy and fast to use.

Our deployment was done in-house without any third-party involvement.

I have seen measurable benefits from Oracle HCM Cloud. It is time-saving in payroll processing.

The pricing is not bad, however, it is not affordable for everyone, especially in Africa.

I would recommend Oracle HCM Cloud to others and rate the overall solution as eight out of ten.

The automation and workflow have freed up a lot of time. There's a self-evaluation process with a workflow that goes up to the reporting managers and then back for sign-off. 

It's a closed-loop process that enables 360-degree reviews, which is incredibly helpful. It makes the workforce feel valued and removes ambiguity because the employee is commenting directly.

Job postings and links to job boards are very helpful for talent acquisition.

Oracle HCM's AI initiatives are helpful in reporting from an HR perspective. But I still think AI is an evolving technology, and people don't know how to use it yet. It's a work in progress. But it's certainly helpful in terms of writing emails and reporting.

Localized payroll is the only thing that could be enhanced. 

If I had an observation, it would probably be about the UI. But, with Redwood, users can customize that. In the marketplace, certainly against its competitors, and I'm not a designer, it stacks up really well. So, no, there's nothing I would call out.

So, slight cosmetic improvements in terms of UI.

I work with and for Oracle, and we were building a proposition for someone else. It was to support my own knowledge.

So, I have been working with it for 15 years.

Compared to other solutions, the stability is quite high. I still don't think it's perfect, but I'd probably give it an eight out of ten.

There are around 500 end users. It is very simple to scale. 

I would rate the scalability a ten out of ten. 

I work with an Oracle implementation partner. So there's only one technology available. The decision has been made for me.

The deployment is reasonably straightforward, except for localized payroll. That's an area of complexity. The rest of the solution offering is pretty comprehensive.

The deployment model is generally on Oracle's own cloud infrastructure, but also AWS on occasion.

It can run alongside SAP quite well, but generally, it's a standalone unit. We don't tend to integrate it anywhere else.

We do it in-house. We are an Oracle partner. We design and implement Oracle solutions that we manage ourselves. We're very good at it.

The automation and workflow that's freed up a lot of time for people.

Per manager, per business partner, this solution probably saving five or six hours a week if they're managing people.

There is time savings and increased efficiency. Employee satisfaction also increases significantly.

As an implementation partner, the licnesing varies per customer. We have our own discount levels, etcetera, depending on the customer's location, size, and scale. Generally, the pricing is competitive, probably slightly on the expensive side, but that's a generalization.  

Overall, I would rate the pricing a seven out of ten, it's a bit of a bunker.

Overall, I would rate it an eight out of ten.

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.

The biggest benefit is the platform itself. It's strong. We can bring in data from all countries onto one platform, giving me access to any employee's data regardless of location. 

We haven't fully utilized it yet, but it's powerful. For example, I can easily understand total employee benefits globally, something I couldn't do before. It helps me understand the value we deliver to employees through benefits and monetary trends. We can stack all this information in one place, making it very helpful for database analysis.

It also helps with understanding context. How many employees do we have, in which areas, and what's our attrition rate? Why are we losing people? We just went live with the Recruiting module, and though it needs time to fully utilize, it will help us track lead times, identify talent gaps, and find the best sources for specific skills. We can then report this data out of Oracle itself.

Finally, Oracle HCM has a great reporting platform, OTPI, with drag-and-drop functionality. I can design my own reports without relying on the technical team. This empowers HR users to create reports based on their needs, which is a huge advantage.

Oracle HCM Cloud definitely has a lot to improve from a user experience perspective. The platform is huge and feature-rich, but is it truly appealing to an end user? Is it a two-click solution? Does it match current market trends in user experience? No, it has a lot of catching up to do.

For example, is the screen catchy for an employee to see their details or access essential information? No. The user experience is zero. 

An employee needs training to apply for leave, something as simple as that. They shouldn't need training materials or user guides to navigate the system. We're moving towards empowering users, especially with end-user-facing systems. People should be self-reliant and not need to rely on manuals.

Oracle HCM Cloud is very old-school in this regard. It's still stuck in the "PeopleSoft" mentality instead of focusing on a user-friendly experience for employees and managers. So, the user experience needs a major overhaul.

So, to summarize, it needs to be more user-friendly and present key information on the login screen.

In future releases, I would like to see employee dashboards. Oracle HCM should come up with ready-made employee dashboards, like very simple ones. 

Right now, an employee dashboard or a manager dashboard, but these should be readily available. You shouldn't expect a customer to go and design something they need. 

There are a few basic things any employee or manager in any company would want to see. One of the best things would be a very simple org chart. Now, the org chart is quite poor on Oracle. There are applications that focus only on org charts and look really good, giving a lot of details about a team and its employees. But Oracle's org chart is bad, so to be specific, they should improve it a lot.

I have been using it for one and a half years.

From a severity perspective, it's quite stable. I'd rate it an eight out of ten.

I would rate the scalability a seven out of ten. We have two sets of users, HR and the employees in the company. Just in my region, we have between 200 to 300 HR users.

As the company grows, so will our usage of the system.

Everything goes into a black box with Oracle. Any changes or support needs to feel opaque. If you need help configuring something, Oracle support suggests adding it to an "HCM wishlist" and hoping it gets picked up. 

Even for critical features or product defects, the help desk consultants' support isn't great. I've had bad experiences where they say, "It is what it is," and offer no real solutions.

As someone who's worked in service companies, I know the importance of putting users first. That's completely missing with Oracle support. They only see things from a product consultant's perspective, not the user's. So, any issue becomes "it is what it is," which is frustrating. That's why I rate them so low.

Oracle is a very big company in the market. They hold their heads too high. And employees who are handling the help desk need to be trained a lot to understand how they need to talk from a user's perspective. For example, the main thing we keep in mind when we design a solution is to put your users in front. Or set users and the users through that. That's what we have been trained for. That's what we have always been told.

We need to put ourselves and the user's choices, but That's one thing that I've never seen in Oracle. Whenever I talk to their consultants, they find it really difficult to put themselves in the user's shoes. They always think from a product's perspective. They're only they're only able to think as a product consultant. Nothing beyond that. So that's a problem.

Negative

I have experience with Oracle HCM Cloud and PeopleSoft. I'm currently working on Oracle Cloud HCM, and before that, I worked extensively on Ramco HCM. I can also provide some insights on Ramco HCM, as I've implemented it for a previous client.

I would rate my experience with the initial setup a five out of ten, where one is difficult, and ten is easy. It's not really very easy. It's not very feature-rich from a configuration standpoint. Not everything is achievable through configurations. 

There are a lot of formulas that need to be coded, like basic features in Absence, Time, and Labor.  And from an improvement perspective, Oracle has to improve the Time and Labor module. Oracle is really weak in that area. Still stuck in the 80s era. Oracle needs to move forward. The world has moved on.

And for the deployment process, for Oracle HCM Cloud to be fully deployed, from the initial stage to go live, we've actually taken more than a year. Close to 18 to 24 months.

But our company is huge, with a presence in over 50 countries, so it's a complex implementation. Even other companies I know through colleagues are taking similar amounts of time.

I represent the HR community at my company and work closely with our implementation partners to ensure the system meets our specific needs. We collaborate with the consultants to understand the product's capabilities, identify our company's requirements, and then work together to implement the best possible solutions. 

We also conduct gap analyses to ensure we're making the most of the software.

It is definitely super expensive. Oracle is very, very expensive for what they offer. From a value perspective, it's really expensive. They don't really deliver the value for the money we pay.

This is completely based on an organization's culture. It depends on how the company is. So if a company is really huge, and they have a lot of varied processes, but from a culture perspective, if they are willing to change, if they are willing to move into one common practice, one common platform, which will have a lot of restrictions, then yes, they can definitely go for Oracle. 

Because what Oracle offers will be very less from a flexibility perspective, but it's more stable. It's quite a stable platform. So you will not have usability issues in the system. 

Once you've set up something, they want you to agree that's what you can configure and can't do anything beyond that. So you live with that once you've agreed to it. And once you have configured it, then the system will work as it is. It won't change abruptly like some new systems in the market. So you won't face that kind of issues on this because they're quite standardized. So, stability-wise, it's quite good. So it worked very well for us in our company in that sense. 

From a cultural perspective, we set expectations very clearly to our HRs. There are restrictions, but it is what it is. We took a hit and accepted it. This is what we get out of it, and you all are moving towards one culture, one process. And then HR is able to accept it. So that's how the solution is working for us. 

So it's a complex decision, but in certain companies, it's not worth it. I've worked in another company earlier. In my previous company, it's very difficult to bring them back to a new culture. HR would not really agree to be so flexible. So those companies, it won't really work. 

So my suggestion would be, if the company is flexible and huge, then they can go for Oracle. If the company is huge but not really flexible, then they will have hundreds of other solutions available, definitely not Oracle.

Overall, I would rate the solution a seven out of ten. There is room for improvement.

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.

Our use case involves working with a client in a law-based firm in India. I am currently implementing Oracle HCM Cloud for compensation and talent management for them. 

The process includes requirement gathering, designing solutions, creating design documents, conducting CRP sessions, key user training sessions, and end-user training sessions. Primarily, it's used for HR daily operations.

The Oracle HCM Cloud solution has provided good value for money. It is better priced compared to other competitors like SAP and Workday. It offers a simple configuration process that is not complex, providing efficiency in implementation.

The feature I find most valuable in Oracle HCM Cloud is 'Journeys'. This feature is widely used across clients for onboarding, offboarding, and other automated tasks without manual intervention. Once an employee is hired, the system automatically assigns tasks and manages the onboarding process.

The compensation module needs further automation. For example, the calculations for global transfers or assignment changes should be automatically refreshed rather than requiring manual refreshes and additional tasks. Also, new functionalities like Redwood should work as expected upon release, without issues that need fixing in later updates.

I have been using Oracle HCM Cloud for nine and a half years.

In terms of stability, there are some glitches when Oracle introduces new functions. These issues indicate that the stability could be improved.

Oracle HCM Cloud is easy to scale. I would rate its scalability as excellent.

The technical support from Oracle for HCM Cloud needs improvement, particularly in response times.

Neutral

The initial setup process is simple and straightforward.

Compared to other products, Oracle HCM Cloud offers better pricing. It is low-cost and provides a good return on investment.

The main competitor for Oracle HCM Cloud is Workday, although I have not personally worked with Workday. Oracle is on the Cloud and has simpler configurations.

I'd rate the solution eight 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.