Oracle HCM Cloud Reviews

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.

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.

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.

We've been using it since February, so around three months now, but I am doing a lot of research, a lot of studying and I am working with a client. We have actually already configured the HCM Core and the Talent Management, just the goals and the performance.

It seems like it is stable. Well, it is not EBS because I have been working in EBS for 15 years. This is a new product, I think it has been in the market for a few years I believe, but I am glad that Oracle is going in the right direction of making it more end user friendly, functional friendly and adopting into the new technology. We are not bogged down with DBAs and copies and patches and gruel regression testing. All of those thing we don't need to worry in the cloud is much simpler and much more organized. It makes it easier.

It's been able to scale for our needs.

With regard to EBS payroll, the support is phenomenal. With HCM Cloud, I have only created two or three SRs, and so far, not bad, but I wouldn't go to phenomenal yet. They need to earn my trust and respect. You already have a benchmark with the new organization. If you want to find, Why did I give them exceptional for Oracle payroll? Go find out from them, what they are doing that is so good, because the people who support Oracle EBS payroll, they know what they are doing. They call the client, they don't wait, and they don't say, "Go do this, go do that." A lot of support people think that we have to give more information. Yes, it is true in some cases, because if a weird error happens, which is so peculiar to your that no one has heard of, granted, you need to go dig deeper, but for each and every question, support cannot say, "I have to give like 10 hours worth of information," before they can even figure out what the hell I am asking.

So, that is my feedback to support. You have your own people, go talk to them. Your Oracle Colorado Payroll Support Group. I know all of their names, first name basis.

It has many use case like HR administration, recruitment management, performance management, learning, ...

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)

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.

It's fairly stable.

it's very scalable. You can request more users to be added. You don't have to pay extra for scalability, but of course, you pay for a number of users that are using this system. If you're having a tremendous increase in the users, then, of course, you end up by paying more. (If you would have an on premise solution you might need to have your servers expanded in this case so that would cost you too).

The technical support depends. Overall, they're good. You've got some that are really, really good and you've got some that are less good. It depends on who you get and how well you describe your issue. If your issue gets to the wrong team, then, of course, then it seems like the team isn't helping but it's because you didn't describe it properly. 

The initial setup is straightforward. Some customers make it complex. Every customer thinks they're something special and some customers realize in the end that the most basic features would have been better for them than all the complex things they wanted initially. They're used to telling the developer, "We want this that way" and that's not the way it works in the cloud. This tends to make things more complicated. It is not that difficult. You do need some technical background for formulas and stuff, but it's not rocket science. Some customers make it more difficult than it should be.

The time it takes to deploy depends on how many modules and special cases you want. Typically things differ from country to country, different sites have different rules behind it. The time it takes to deploy all depends on how complicated you make it, how many countries you want to do, and how many modules you want to implement.

My advice would be: Keep it simple. Make sure that your customer is aware of the processes in the solution and show them those before asking them what they want.

Make sure that the customer understands what there already is so they don't start freewheeling. 

I would rate it a nine out of ten.

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.

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

I've used it for over three years.

Deployment is awesome.

Scalability is awesome.

Implementation is straightforward, provided the implementor has an HR process and legislation-specific knowledge. There are a few Oracle propriety tools and techniques that one has to learn and apply throughout the implementation.

HCM Cloud is built on the latest robust middleware "Fusion Middleware". It includes all great features that come from PeopleSoft, EBS, JDE, Sibel, Hyperion, Taleo etc.

Easy to learn from technical and functional point of view.

We have done our first ever implementation of Payroll and Absence module with over 10,000 people in North America. My advice is to keep yourself up to date with the product and attend the training that Oracle offers.

Return on investment is always a major consideration when making an investment in your company. Here are some key best practices for HCM solutions that you can utilize to increase your return on investment and lower risks:

• Identify your HR processes, and select a complete HCM solution: You need to determine the HCM capabilities that are required and their interaction with each other to maximize business. The key is to understand the interaction of the related HCM processes in different modules and select an HCM solution that allows you to deliver a complete solution without starting a new process at every turn.
• Identify the integration points with other non-HCM applications and solutions: You need to take into account the standard integration of HCM modules with other applications like, Procure-to-pay, Project Accounting, and Internet Expenses etc. For instance sharing the HR position hierarchies for procure-to-pay workflow processes ensures that the procurement managers making purchases are managers with the appropriate authority to make the types of purchases they are making. Considering the need for these integrations will reduce ongoing technical costs and enable greater automated workflow from the solutions implemented.
• Identify international scalability and data ownership compliances: You need to ensure availability, redundancy and performance at all global locations by taking into account the global scalability feature of the HCM solutions. For instance, Multi language support ensures that the managers don't need to maintain separate systems and will help bring together key processes and data thus maximizing business results. Data privacy norms, which differ by country, needs to be considered and long term control of data should be maintained.

All nine product modules have been implemented.

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

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.

We have four years of hands-on experience with Oracle HCM Cloud.

Occasionally there are problems with stability because it's new. We have issues when we implement and run time.

It is a scalable product, and it does not require much maintenance. We have a team of three that manages the solution.

I rate the technical support a six out of ten. They do not have continuity on a ticket, and different people can manage the same request.

The initial setup is fairly straightforward. I rate the setup a ten out of ten.

It can cost over a million dollars to set up Oracle HCM Cloud on a large project.

I rate this solution a three out of ten.

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.

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.

I have been using this solution for approximately six years.

The solution is stable.

Most of our clients are medium to large scale businesses.

I have found the technical support to be helpful. Most of all the support services are good.

The implementation can take up to six months. This time depends on what module is being installed. For example, if a company is implementing a finance supply chain HCM and they want to deploy all the rest of the resources at the same time it will take five months maximum.

The solution is expensive.

I rate Oracle HCM Cloud an eight out of ten.

We're primarily using the solution for expansion purposes.

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.

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.

The stability of the product is very good. Sometimes, however, it depends on the network and bandwidth, because it is a cloud-based solution.

We haven't had to contact technical support.

The initial setup is straightforward. It's cloud-based, which makes it easy. We don't have to do anything on hardware; we simply buy the license and start configuring.

Our licensing is renewed on a yearly basis.

We use the cloud deployment model. All Oracle HCM models are only available on the cloud.

Oracle has opened up their solution to allow for anyone to make enhancement requests. Oracle will analyze these requests, and, if it's feasible, they may work to implement the request in new builds.

I would rate the solution eight out of ten.

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

• 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.

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 have been using this for four years.

In the early releases of the solution, we definitely experienced stability issues. But since R9, the stability has improved considerably. The mobile app TAP is still quite unstable and needs lots of improvement.

We have not encountered any scalability issues.

I would give technical support rating of 3.5/5.

In the beginning, it was poor. Over the last two years, support has improved greatly.

It still needs improvement. Often, it takes a long time for support to respond. They sometimes move issues between countries and shifts. Mostly, the support is good, though.

We had a paper-based system.

We implemented the solution for other customers, so it was straightforward. But it's not something that could be set up without an implementation partner.

Buy the product at Oracle year-end because you get bigger discounts.

We are closely linked to Oracle, so we chose Oracle.

Use the right implementation partner and ADOPT rather than ADAPT. Take the solution as it is delivered and don’t try to adapt it to your needs.

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 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.

I've been using this solution for close to four years. 

This is a stable product. 

Scalability is easily achieved because it's on cloud. 

The technical support of Oracle is extremely good because they have a defined platform, and everything is clear. One area that could be improved is when requests are made and they move it across different time zones over the period of a day. In the morning, it might go to Asia and if the issue hasn't been solved by the end of the day there, it gets shifted to Europe which can be frustrating.

With the correct knowledge, the setup is relatively straightforward. It's not a download and install solution like MS office so you need people who know the product. And it's not a difficult process to configure the module because the options for customizations are standardized within the solution itself. The process and procedures for getting the add-on, or the additional functionalities included in the solution are clearly defined in terms of how the customization would work within that solution. You need to have a technical, functional consultant to do the configuration, customizations or any additions that might be required. 

I rate this solution eight out of 10.