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.

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.

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. 

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. 

We have received some unfavorable feedback regarding Oracle HCM Cloud's performance. This has led us to investigate alternative solutions. In my own experience, I have struggled with the slowness of the cloud assessment and the overwhelming complexity of the software's robust architecture. I have reservations about sharing any positive experiences I may have had with the solution.

There are too many functions in the backend of Oracle HCM Cloud, and sometimes, we cannot disable some functions to help us to streamline or to speed up the loading process.

I prefer Workday.

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

The data uploading part and backup could be better. They are a bit complex.
Oracle is continuously changing it from one functionality to another. It's a bit unstable right now, and it's basically on the backend data upload part. If I have to upload, for example, data for 100 employees, it's a bit of a challenge for an end-user.

It can be difficult if you're not a technical person and an end-user like me. I administer the platform, and if I get a request to upload and I'm not a technical person, then I'm just lost. I have to do some research and then complete the task. But it's evolving, and I hope it's more user-friendly in the future.

In the next release, I would like a more stable mobile application. The current version isn't very stable. It takes time to open, and although they have come up with new UI pages, a few open areas need to be addressed.

I would also like to see more robust and user-friendly data uploading techniques that would be helpful for end users like us. We don't have a technical background, and we just want to upload the data for our day-to-day operations.

It could be more user-friendly.

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.

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.

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. 

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.

It requires to improve its SaaS products, cash flows, and delivery APIs as we are encountering 500 or 404 errors within our organization. Additionally, enhancements must be made to the SaaS API and Oracle ERP Cloud. Having a tool for continuous integration and deployment would also be beneficial. Moreover, limitations related to file size need to be addressed. Exposure to users on the volume or utilization of servers and memory is necessary. Currently, when users hit the threshold, the system experiences a slowdown. Therefore, Oracle should provide users with information on their utilization and threshold limits, such as increasing memory or scaling up or down on CPUs. We are looking for such recommendations from Oracle.

Although the performance management is good, it could be improved as its functionality is quite basic. The metrics could be improved as well as the solution's ability to integrate with other solutions. 

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.

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

It's not very stable. We have been getting many bugs.

We're not receiving the proper support.

We're having issues with business validation 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 believe what could be improved is the EX portion of Oracle HCM Cloud and how it can more easily integrate with other tools. I believe this is the way forward. I would like to see them make it easy and simple for employees to use it.

The performance and reaction time can be improved.

Some of the new features that are released affect the stability. This is an area for improvement 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.

Oracle releases each quarter based on enhancement requests and adds more features with applications.

Oracle needs to make some sort of support repository that is up to date. I've been dealing with some documentation that didn't mention a resolution in a 22D release. The documentation should make a note of issues and when they were resolved. It can be confusing for customers if Oracle isn't clear.

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 think they should have a larger data center in China, which would significantly increase the access speed from my current workspace.

The access and speed should be increased.

The interface is easy already, but if you improve user interface  — any upgrade of that sort — they will improve the product. We notice an improvement with every update and they should continue to do that.

In our next phase of the deployment, we want to implement the financial modules which has been part of our plan for a while. That is just the deployment of something that already exists in the product. Oracle HCM in some countries only has the payroll module on-premises. We can use it that way, but we would like them to include all countries to be cloud so that it is available in our preferred deployment. Currently, payroll in Egypt is on-premises only because of regulations. We need to be on the cloud so we look forward to that.

Right now, we don't need anything that is really a new feature. Our company will start to more fully utilize the current features already available.

I think Oracle HCM is a full-feature product. It's perhaps that some of the parts of the product need expansion. I come from the UK and we deal a lot with people who want a UK-based, legislatively-based payroll service. There are certain very specific things that have to be done that would be different from other countries. Currently, there are still some important gaps in that. Oracle are addressing that and they have a release program, and later this year we expect to see some of that come in. I think I'd like to see Oracle focus on the key components of the system rather than perhaps some of the more fluffy areas that not everyone is going to use.

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 was part of a program I went to where I had a discussion on the latest innovation of the Oracle HCM. I think some of the newer technology innovations, such as gamification and consumerization are areas that could be improved. Additionally, there are certain areas of global compliance where there could be improvements. We use a lot of standalone applications for these elements and we are looking forward to having those elements all in one application.

Lowering the total cost of ownership would be nice. We're a consulting organization, so we help implement Oracle HCM Cloud. We want to help our clients optimize and see reductions in execution times. Traditional ERP implementations released for global manufacturing companies used to take anywhere from eighteen months to two or three years. With HCM Cloud and some accelerators and other capabilities, we can reduce those execution times by at least six to eight months.

Also, the financial and supply chains need more integration with companies' business processes and their feedback provided to Oracle consulting partners like us. This helps with further improvements in the future.

Integration. We still have Oracle E-Business Suite in other business areas, so integration of HCM Cloud into it would be an improvement.

Also, they should be working towards making the back end simpler for IT.

Visually, Oracle HCM Cloud needs improvement. For example, the employee portal looks rather old, so it would be awesome if Oracle refreshed its design or if the portal looked more modern. Oracle HCM Cloud works, but visually, it needs improvement.

There's nothing specific I'd like added in the next release of Oracle HCM Cloud. Of course, you always have electronic signatures or various levels of electronic validation and advanced payments, but those are more for service-based solutions. Oracle HCM Cloud is also service-based, but it's different from other solutions with specialties; for example, one solution could focus on electronics, while the other could focus on advanced payment. For Oracle to include electronic validation into Oracle HCM Cloud, for example, wouldn't fit the company structure.

In some cases, the price may be lower depending on what is negotiated.

One of the challenges that we've discovered is that for some things like report modifications, whenever Oracle provides a new release, they will overlay certain customizations that you have. And then it becomes a real hassle to re-customize for our needs. There's got to be a better way.

The solution is still quite young, as a cloud service.

They just need to keep enhancing, listening to the customers, and enhancing the business needs of the customers. They need to really get their student administration system out. They need to get that done so that we can purchase that and implement it.

All systems are still growing, and they're enhancing those. I can't say really a specific area of functionality, or feature is lacking. It goes back to overall just listening to the clients and the business needs and enhance from that.

The product needs to keep improving the integration tools and the tools to load the data - that whole mechanism - in order to allow for flexibility in the configuration.

The user interface is not conducive to high volume data entry.

HCM's analytics features could be improved.

From the feedback that I get, the functional side of the payroll could be improved. 

Customers need an additional solution to run their core HR, and cloud coverage is not extensive enough.

The mobile capabilities need to be improved. It would be good for our workforce to be able to access the information from mobile devices and respond to requests. The product is still in development, but the mobile capabilities are still better than their eBusiness suite, and we are happy with it for now.

We're still finding some issues, and third-party apps that need using with our systems. There's still a lot of development to be done, but they are constantly adding new features and modules. Currently, if Oracle doesn't have a solution, we can find a vendor who does.

Oracle should have different bundles to provide access to courses. Then, we would be able to increase our knowledge of how to use Oracle applications.

I would like to make sure that the screens that we are working on, do not  require us to have so many steps and layers of screens and that we could go straight to the point. I am referring to both human resources and employees. 

In terms of room for improvement, Oracle HCM Cloud is okay in general, so I don't know if it needs to be improved currently. It's a very complete solution. The payroll has been added to Oracle HCM Cloud, and even its analytics feature is very good, so I find the product okay, though it's not so easy to customize as it's cloud-based.

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.

It would be very nice if we were able to roll back transactions from data that was loaded with the data loader.

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.

Oracle should make sure all their partners are well trained, so that they can go to the client site and make themselves truly valuable. Instead of just, "Oh, it works this way," that is not. They need to be trained, and I think Oracle is already going in the direction, I think they are making sure that implementations are done in a certain standard way and so on.

There is always room for improvement, and I met with an Oracle HCM person, and he and I are going to work together. He is going to pick my brain on some future release testing, and my HCM expertise, because I have all the credentials and I have worked with the product for 20 years, and in HR as well.

Sometimes implementation documentation is a bit behind. Some customers like to manage things themselves after the initial implementation and they find that a bit difficult.

Also -but I think that this is the case for all solutions with such a functional extent- you feel that different teams are working on the different modules, but this is normal because everybody has their own specialization.

In the next release, I would like to see a some further updates to the recruitment module. I would like to see the preboarding extended so that it sends out notifications through personal email. That would be very useful.

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

The price is high, and other products in the market are about 30% less expensive. They should have stronger goals and performance integration in the next release.

Cloud learning can be improved. There should be better integration with courses from other platforms. The courses should be able to be brought into the system and available for the user's software company.

In a future release, Oracle needs to provide a tool that is easily customizable. It also requires a lot of effort trying to develop in Oracle Cloud. There should be a visual builder tool like they provide for Oracle customer for visual customer services. This visual builder is a similar type of service for all applications that is available and it would be much better.

The features available in EBS should be available on the cloud as well. When these features are not available on the cloud, it's hard to convince customers to migrate. 

The solution needs to allow for more integrations and customizations.

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 think the interfaces could be improved because when you're going into the landing page,  the interfaces look a bit blunt when they could be more user-friendly. I'd like to see some additional modules around direct integration into healthcare devices. If you have a lot of wearable devices wher the information could be directly put into the system it might be able to predict the probability that someone might go on sick leave, for example. Health and wellness could be incorporated into the system and it would be good to see integration with the wearables within the product. I'd also like to see more integration with AI.

There should be more digital assistance included, like chatbots.

The manager should have more control over direct and indirect reports. In short, the user experience and the user-interface need to be enhanced — especially for management.

The solutions could improve by having better performance. There are times when we have experienced some delays. The reports could be quicker.

The recruitment aspect is good, but it's new and it still needs some enhancements. In the future, we hope it will be similar to Taleo.

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.

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

Not sure because the DBA team is taking care of this issue and I am QA.