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.

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.

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.

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.

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.

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.

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 is essential for security needs and especially for payroll. The payroll feature is very good.

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

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.  

The solution has new features like AI-embedded solutions that are very useful for helping customers gain a lot of new insights. The solution has a self-service part that allows employees to easily get the required information with the Oracle Digital Assistant without emailing the HR team.

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

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

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

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

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

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

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

Oracle is a strong option for purchasing or procurement.

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

The newer Redwood team is more client-focused and this is very valuable.

Oracle HCM Cloud offers several valuable features, including financial, procurement, and expense clouds. Additionally, the solution's ability to manage employee churn rate, expense reporting, and user-friendliness are noteworthy features. For financial management, users can integrate with a subscription through the Accounting Hub. The procure-to-pay and order-to-cash processes are seamless in Oracle HCM Cloud. Once all configurations are in place, users can enjoy a smooth experience. Also, the solution's performance is very good.

The application design is beautiful. The applications pages and navigation are very clear.

It is very easy to set up and implement. 

Our overall evaluation of Oracle HCM Cloud as a general ledger tool is mixed. It is a comprehensive and versatile piece of software.

I like the interfaces, and they are fine. I would like to see more interfaces.

I like that it is mobile responsive and you can work directly with the vendor on specific requirements that you might have. It also has the ability to adapt to your own ways of work.

In terms of ERP, it's a good product. It's convenient.

Oracle HCM Cloud's most valuable feature is that it is user-friendly.

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.

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

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

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.

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

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

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

The solution has a user-friendly interface. It is easy to see data and transactions. The solution is easy to use. 

Its drag-and-drop reporting is great. It's simplified many things for us. 

We have found the initial setup to be easy. 

The solution is stable.

It can scale. 

This solution is user friendly and can be used on a mobile phone without a computer.

What I like most about Oracle HCM Cloud is that I didn't see any area that needs to be dramatically improved.

I also appreciate that it has good integration with other Oracle products. The process of integrating Oracle HCM Cloud is rather explanatory.

I also found the Oracle library to be helpful.

As Oracle HCM Cloud is quite a robust solution, I like it versus other solutions. I like the people at Oracle.

The valuable features of Oracle HCM Cloud are the frequent updates, if there are any discrepancies, we consult with our record directly and they come up with the solution for the betterment of the cloud.

The user interface is easy to use, has plenty of modules available, and the overall solution is user-friendly.

In general, functionality is fine. I don't have any specific functional areas that are an issue.

I don't have any issues with the integration.

The solution has good integration with other applications.

The system is okay and works well for us.

They've really taken the best of breed from another product. With the products that they're using, like HCM and Finance, they're very solid. 

The solution is very good at building out a roadmap based on client needs and feedback. 

The most valuable feature is the support for mobile devices. For example, you can open your account, record absences, or review payslips all on your mobile device.

The look and feel of the interface are very nice. It is user-friendly.

The most valuable feature for me is fast reporting. If the data has been put correctly within the system, uploaded, or transferred, then it will be able to give us the correct information as we report. The one thing that I have noticed is whatever you put in the request, it is fast to get you the information.

HCM Cloud's most valuable feature is its ease of use - it's interlinked, so you can drill down into information.

Oracle HCM Cloud adds the latest features on a quarterly basis to the cloud, which makes it very easy for customers to adapt to the new features.

Also, they are quite innovative in terms of bringing in more collaborative versions of self services, for example, chat bots being included in the package. You can really scale up the application in HR.

This is a very comprehensive solution, covering every aspect of the HCM profit cycle and the life cycle. It's got from hire to fire. It also has the additional capability for a balanced scorecard, which is a key component of any company evaluation. That comes as part of the balanced scorecard concept, as part of a strategy process within the HCM product portfolio. It's a huge benefit to anyone taking up the Oracle HCM solution.

I work in Saudi Arabia, the localization is most valuable. This solution has localized the payroll which is a good thing. They are providing the same service to HR with the core HRMS system without budgets procuring separately. Performance talent management, Oracle performance management, and recruiting were different before. Previously, it was video recruiting and onboarding, now they have integrated it into a complete solution.

There are a lot of features. I cannot say which is the most valuable. All of them complete each other.

If you deploy the product so that it is available from anywhere, employees can submit vacation requests so resources and expectations can be managed. What the most important thing is that we monitor goals, performance and prospective plans. But there are many, many valuable features.

It is very user-friendly. Most of the UI is very intuitive so you don't need to follow a course to use it. Of course you have one single UI regardless of your roles, so you don't have to log into separate applications depending on whether you're HR or just a normal employee. The solution evolves quickly (4 major updates per year)

The solution's most valuable features are all the human resources aspects and access management, as well as the talent review. The solution's talent management is very, very good.

The dashboard is easy to use and the interface is very flexible.

Some of the oldest of all the features are still very good. Right now, the recruitment aspect is very good.

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.

Reporting.

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.

• 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.

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.

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

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.

The most valuable features in this product are computing, gross to net calculations and straight specific logic.

Oracle have been spending a lot of time developing the HCM Cloud product, and it's now a full-featured product set as far as I'm concerned. It covers the core lifecycle of an employee, all the way through from hiring somebody, managing their employment during their time with the organization, all the way through to terminations at the end. Absences are managed, time and labor is there to manage people's working time. It's a fairly full-feature function set.

The best feature of the product is the middleware where it allows you to create a project and all the required and the optional tasks come pre-configured. So, you don't have to look for, "What do I need to do?" You can follow a step by step from the bottom up or top down approach. You will know that you have done the tasks that you need to do before the whole configuration or the testing process happens.

I am starting the implementation of benefits today of HCM Cloud. I have done EBS, full scale implementation of eight modules on my own for a smaller organization. Another advanced feature is the user interface, it is so smooth. I always say to people that PeopleSoft, is love at first sight, and Oracle EBS is an arranged marriage, because you will learn to love. Whereas, I think Oracle Cloud is also love at first sight, because it does the screens so smooth, things are very accessible.

Compared to earlier, older versions, HCM Cloud has built-in business intelligence and reporting capabilities, and not just transactional. In other words, it provides actual analytic capabilities that are pretty good. Insofar as specific functionalities go, it has on the accounts tables side built-in document image capturing tools. There's no need to rely on third-party products anymore.

It allows us to consolidate all of our HR functions onto one platform. That's really the big selling point and value proposition for us -- the consolidation.

The UI has helped us decrease the cost of training our users to use different aspects of the system. It’s very modern and has aspects that the users are familiar with from other sites, like Amazon or Apple, so the tool is very simple for them.

The payroll module.

For me personally, the most valuable is the account management suite. They're constantly developing it.

All the features are good. It is primarily focused on recruitment core, HR management, and performance goals.

What I like best about Oracle HCM Cloud is that its configuration is okay. I also like it in terms of updates. Product updates that take place from time to time improve Oracle HCM Cloud.

What I also found valuable in the product is that since it's on cloud, you can work with it from any place.

The most valuable features in Oracle HCM Cloud are the employee and manager self-services.

Oracle HCM Cloud is easier to use than Oracle ETS. Everything is included on one page, and we no longer need to do workarounds. For example, creating elements, eligibility profiles, and formulas is much easier.

Recruitment, talent management, and payroll are the most important features of talent management, especially in the Middle East, where I work. Performance management includes objective settings, performance evaluation, talent review, and succession planning. It also covers goal cascading, setting objectives, performance evaluations, and midyear reviews for performance improvement.