Oracle HCM Cloud Reviews

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.

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.

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.

I've used it for almost three years.

No issues encountered.

No issues encountered.

We haven't scaled it since it was implemented.

7/10.

7 to 8/10.

We were using another solution from Oracle, and switched because of the more modern architecture and better user experience.

It's very straightforward, very simple. Coming from another Oracle tool, they’ve done a great job simplifying the setup and the steps for performing the setup. It was very simple because it’s cloud-based.

We did it internally. We have a team of experts.

I think it’s pretty straightforward. I would advise others to make sure that they have a plan in place and that they’re prepared before they sign the contracts. Since it’s cloud, once you sign the contract the clock will start ticking and you’ll start playing. Getting ready, preparing for the project, and working with the Oracle Sales team on the contract is very important to save some money.

We didn’t compare with other products. We’re an Oracle shop.

Have a knowledgeable partner who knows your HR processes. Don’t select a partner just because of their technical skills with the product or knowledge of the product.

We used Oracle HCM Cloud for core HR, such as training, career planning, workflow, documentation, and performance management. We used a local solution to cover other functionalities linked to the local legislation, so Oracle HCM Cloud, being a global solution, couldn't cover the rest of the functionalities. In Central Europe, for payroll and local attendance, local solutions need to be used.

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.

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.

My experience with Oracle HCM Cloud is three to six months because I took part in its implementation. I wasn't an end-user, but I got accustomed to using Oracle HCM Cloud because I did an integration with it.

Oracle HCM Cloud is a stable product.

Oracle HCM Cloud is a scalable product.

I haven't contacted the technical support team for Oracle HCM Cloud.

The initial setup for Oracle HCM Cloud is neither complex nor easy. It's in the middle because it depends on your requirements and inclusions.

Oracle HCM Cloud is pricey, but price-wise, it's now more competitive than in the past year.

Here in Central Europe, people also look at the pricing, but Central Europe falls under the UAE and Abu Dhabi in terms of headquarters, management, and strategy, but those states don't care too much about the pricing.

Pricing is a significant factor in choosing a solution. In the past, Oracle HCM Cloud was compared to the SAP solution, the largest competitor and up to thirty percent higher in price. Now, Oracle HCM Cloud has a price increase of five to ten percent, which could be pricier than SAP now, but it's a more competitive product nowadays and comparable to SAP.

I can't recall the version of Oracle HCM Cloud I implemented, but it was the version between October 2021 to June 2022.

The product was deployed on the cloud, and the local application was on-premises.

Oracle HCM Cloud requires maintenance. Every application requires maintenance, even SaaS, because you still need an administrator who can communicate with support. In Central Europe, you'll find local solutions with better maintenance and support models than what Oracle offers. Oracle is a huge company that has its policies. Oracle-accredited implementation companies in the Czech Republic need to be better.

My company is a partner of Oracle.

I'd give new or potential users of Oracle HCM Cloud the same advice I'd share on other software, HCM, HRRS, or ERP solutions. A coherent and in-depth analysis has to be made, with all the requirements well-defined. Otherwise, the customer will be eaten alive by any implementation company. After all, Oracle HCM Cloud is a global solution, and Oracle has its policies and standards based on good practices, especially in terms of implementation. If you don't define your requirements well for Oracle HCM Cloud, you'll get the standard setup from the implementer, which you may not need at all, or you may want some changes that would cost you a lot. Knowing your complete requirements and communicating those to the implementation team, even at the local level, is essential, or the whole solution would be very pricey.

My rating for Oracle HCM Cloud is eight out of ten.

I work for a consulting company. I work with clients who have or are in the process of implementing those systems. I do not use them myself.

I do not have a reselling license. This is an independent consulting firm, and our clients occasionally ask us for advice on ERP systems.

I do not use ERP systems. I work with clients who use ERP systems. I haven't used any ERP system in the last 12 months. ERP systems are used by my customers.

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.

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

Oracle HCM Cloud is a stable solution.

Oracle HCM Cloud is scalable.

I do some work with different systems from time to time, such as SAP ERP, Microsoft Dynamics 365, and Oracle E-Business Suite.

I am also familiar with Workday.

I've never used any of them. I'm not an end-user. I'm aware of what they're capable of. I understand the process to implement them. I understand the types of issues that must be addressed, but I have never used an ERP system as an end-user.

You will require the assistance of a system implementor.

Pricing is largely determined by what is agreed upon. It's difficult to say that pricing needs improvement, because it depends on what is negotiated and whether you get a good price or not.

Oracle HCM Cloud is a part of Oracle Cloud Fusion. There are many parts such as Financials, Project Accounting, and more. 

You need to have a good, clear design done upfront, and that is well understood by the business. You will need a good system implementation partner. And you must have some level of control over not making changes to standard products. Keep it as close to the standard as possible.

I would rate Oracle HCM Cloud an eight out of ten.

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.

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.

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.

We've been using Golds and just started using Compensation. We're about to roll into a project to implement HCM. So we've used it for about a year now.

We've had no issues with deployment.

In terms of instability, we've had issues with the application being unavailable a few times, especially during our end-of-year cycle.

We haven't had to scale it yet, but it sounds like it would be easy.

It seems to me that Oracle prefers to deal with clients completely through their SR management system and sometimes avoid personal contact. Sometimes you need a phone call. As a customer, you need to know that you can get a phone call if you need a phone call.

We use SuccessFactor's product for goals, succession, and performance, so we're coming off of those products. We wanted to consolidate everything into one.

I was involved with some of the initial requirements, but I don't have much to do with the modules that we're currently using in production.

Think long and hard about it, and consider a product that will integrate with payroll easily. I think the advantages are the consolidation of the HCM and functionality. So far the challenges have been more along the lines of support.

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 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.

We've been working with the solution for four or five years at this point. We're new to the cloud.

In general, the company is very good at receiving feedback and improving on their solution.

The solution has a SaaS licensing model.

We are a partner and have a relationship with a vendor.

As we use the cloud deployment model, we are always on the latest version of the solution. You don't have a choice. It automatically updates everything regularly.

This application is a software as a service model. Oracle hosts this. It's on their infrastructure. I'm not sure where they have their own infrastructure, however.  

I would rate this solution at an eight out of ten. It's my understanding that they are still enhancing a lot of things and there is still a lot of growth ahead for the product.

The payroll module.

Its integrated modules allow for more seamless business processes.

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

I've been using it for 16 years.

The biggest issue with the latest release is specifically with implementing the payroll module. It has had some issues with local taxes, and it didn’t calculate taxes at all for Pennsylvania or Ohio.

None, as it’s pretty stable. Being hosted by Oracle, the uptime is pretty good.

No issues encountered.

8/10. As an implementer at one of their premier partners, and knowing the people I know at Oracle, I get pretty good customer service. If we need to escalate an issue we can typically go straight to someone in development.

6/10. They sometimes have difficulty accurately troubleshooting issues.

No, I’ve always worked with Oracle.

It’s complex. That’s what keeps me employed – there’s a whole industry of consultants who are implementing Oracle. It is complex to configure.

I am the implementation partner, so I do the implementations.

Here’s the one thing – don’t let Oracle tell you to implement something just because they threw it into the purchase to sweeten the deal. All too often, I see customers where, during the negotiations for the licensing, Oracle will throw in such and such module – like Oracle time and labor – and the customer feels obligated to implement it, when they don’t really need it as maybe they already have a good in-house solution.

Make sure that your systems integrator-partner knows the product

I mainly use HCM Cloud to manage the timesheet to access our payroll and see current roles.

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

HCM's analytics features could be improved.

I've been using Oracle HCM Cloud for nine years.

HCM Cloud is pretty stable, and we get clear communication when updates are going to cause outages.

HCM Cloud is scalable.

I previously used SAP.

I would give HCM Cloud a rating of nine out of ten.

I am a consultant. We use this solution sometimes, as projects with our customers, and they use Oracle.

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.

I have been dealing with this solution on and off for 15 years.

I think that it's stable. I don't believe that there are any issues.

This solution is scalable.

I didn't complete the setup initially, but I feel that it is straightforward.

I would rate this solution a seven out of ten.