The system integrates very well with other Oracle systems. HCM Cloud actually fulfills most of the requirements our organization demands from this tool.  

HCM Cloud meets most of the requirements our organization has for the system.

Oracle HCM Cloud helped our organization in terms of the governance structure. It has a strong governance background and has helped us to form a solid structure and approval flow to help us to maintain all the controls over our typical processes.

It helped the company in transitioning to a single platform rather than using multiple enterprises.

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.

While it is a beautiful solution in terms of design, we are facing some issues on the payroll side. When payroll processing, we are getting rising service requests and we are getting delayed responses from support. It can take 20 to 30 days to get a solution. 

I'm working on SaaS environment and we are not able to build some business condition validations like validations.

For example, if you use a business trip request feature, we are having some validations, yet we have to check the budget availability. We are capturing that budget availability yet we are not able to do the consolidation and documentation. It's not seamless. 

This product has improved our handling of human resources. For example, before the implementation of this system, we submitted vacation requests on hard copy letters for approval. That took time and was a little clumsy. Now we do not have to call management for things like emergency leave. We just submit the requests and get permission without extra steps. It helps us to efficiently process these events.

With the product being in the cloud, that means that the users don't have to worry about having servers on premises, they don't have to worry about all the infrastructure, all the upgrades. They have to test upgrades, but Oracle Cloud Services will provide all of those services as part of the subscription to the product. From a technical point of view, it's a really easy thing for an organization to manage. From a functional point of view, it's a really simply solution to use as well. From the current release, which is release 11, Oracle have introduced what's known as the simplified user interface. All of the screens that every type of user is going to use all look the same. They're really simple to use, so it does what it says on the box. Clean screens, not much information on each screen, and really intuitive to use.

I do quite a lot of work in the GL, general ledger. Oracle has built some Hyperion planning and budgeting capabilities into it, which, in older versions, were separate investment appliances. Every customer I've spoken with has really liked those features, at least in theory.

I personally tried implementing this HR functionality in another Oracle product called E-Business Suite, but it didn’t have a good adoption because of the user experience. So, we were early adopters on this and we’ve moved forward with different versions.

We have just one platform from which to work instead of multiple vendors for HCR. This increases the overall ease of maintaining the HCR system.

Its integrated modules allow for more seamless business processes.

Oracle moved the solution to the cloud from on-site. This is more cost-effective for us as a subscription service rather than as a licence-based solution.

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.

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.

I think the customer experience, especially with the process flows at the top, where it takes you through the five steps, it has a nice navigation path at the top. So you know where you are at any point of the configuration.

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 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.

Oracle HCM Cloud has helped the organization by harmonizing the processes. It simplifies the user experience and helps the end-users generally.

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

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

They give a good package compared to other companies, which was beneficial for our organization.