Oracle HCM Cloud Reviews

The solution is used for recruitment, employee profiling, employee compensation, and performance management.

We are partners and implementers for Oracle. We are currently implementing the solution for one of the largest banks in Pakistan. We have almost two years of experience in implementing Oracle HCM Cloud.

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 solution's approvals hierarchy or employee hierarchy needs some improvement and more flexibility. Our client is currently using a dynamic type of hierarchy rather than standard practices.

If I'm an account manager of a finance team, I directly report to the CFO as per my employment hierarchy. But in some cases, we require an additional path for my hierarchy, where I also have to report to someone else in the company.

I have been working with Oracle HCM Cloud for two years.

The solution's stability and application performance are good.

I rate the solution’s stability an eight or nine out of ten.

The solution's scalability is really good, and we haven't faced any issues with scalability. We can easily scale the solution whenever we need more users. Our customers for Oracle HCM Cloud are enterprise businesses with around 12,000 employees.

I rate the solution’s scalability eight and a half out of ten.

The solution's technical support depends on the time zone. I face problems when my call goes to a local region like India. However, when my calls go to other regions like Europe or America, I get more accurate answers or quick responses. The standard and level of support are not the same across the globe.

Sometimes, when I open an SR, the support team continuously asks me irrelevant questions. This might be the procedure they have to follow, but it wastes time. Suppose I open an SR for 24/7. Whenever the engineer changes or their shift changes, they ask the same repeated question, which I already answered in my previous conversation. The technical support should be faster and better.

I rate the solution’s technical support a five or six out of ten

The solution’s initial setup is easy.

On a scale from one to ten, where one is difficult and ten is easy, I rate the solution’s initial setup a seven to eight out of ten.

In some cases, the solution's deployment takes time since we need to open an Oracle support call. Otherwise, the process is simple. Whenever we subscribe to any Oracle application, Oracle must recommend the available data center for that product. Oracle allowed me to subscribe to Oracle CX in a European region. However, I was not allowed to access the Oracle CX sales cloud because it was not available for this particular domain or region.

I created an SR, and after 14 to 15 days, Oracle recommended I switch my current region to another region, and then it worked. In their initial email, Oracle must recommend the available domain of their products.

The solution's pricing for enterprise clients is okay. The solution is quite expensive for small and medium-sized companies. Oracle HCM Cloud provides employee-based licenses. Small and medium-sized businesses with around 5,000 employees don't choose the solution because employee-based licenses make it expensive for them.

Oracle has embedded generative AI that gives suggestions on the user experience, like employee behavior. This is very helpful for HR organizations or HR teams. It also helps employees easily access Oracle Digital Assistant to get their experience letter or pay slip.

The biggest benefit of the solution is the information we can extract using it. The solution's reporting is very important and can be easily developed and extracted. The built-in OTBI dashboards are very good and informative. Quick access to the relevant data is also important. Accessibility is very important, and we can easily access Oracle HCM Cloud from anywhere in the world.

Oracle HCM Cloud is a complete solution that covers most of the domains of HCM. Compared to SAP or Microsoft, Oracle HCM Cloud is a good solution designed especially for the cloud. The solution is easy to implement and scalable. I am already using the tool with 12,000 employees. The user experience with Oracle HCM Cloud is quite good.

Overall, I rate the solution an eight out of ten.

I use Oracle HCM Cloud mostly for the general HR modules.

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

I have been using Oracle HCM Cloud for a couple of years.

The stability of Oracle HCM Cloud is good.

Oracle HCM Cloud is a scalable solution.

There are approximately 4,000 to 5,000 people using this solution in my organization.

The support from Oracle HCM Cloud is great, they are responsive and helpful. However, they still could improve.

I rate the support from Oracle HCM Cloud a nine out of ten.

Positive

I have previously used Workday and SAP. SAP is a more fixed-based solution rather than cloud-based and is an older system. When we were looking to upgrade to the cloud we wanted something different, it came down to a comparison between Oracle HCM Cloud and Workday.

The initial setup of Oracle HCM Cloud is straightforward. The deployment takes a couple of days.

The implementation of the solution is done by a third party we pair up with.

The price of Oracle HCM Cloud could improve. However, everyone would like the price of a solution they are using to be less expensive.

We evaluated Workday and SAP before choosing Oracle HCM Cloud.

All solutions have room for improvement and there are lots of solutions coming out with additional enhanced usability or capability at the moment. The reason a lot of people have moved on from SAP is that they didn't stay with the times and the likes of Workday and Oracle filled in that gap by being able to provide something that was more modern, and more on trend at that point in time. It is important to keep up to date with those trends.

I rate Oracle HCM Cloud an eight out of ten.

I think Oracle HCM Cloud has provided a friendly solution that improved several processes. They moved to a paperless system, eliminating the need for signing numerous documents. Now, all their information is updated and secure in the system, accessible only to those who need it, whether for a specific department or the entire company. They seem happy with these changes.

We deploy Oracle HCM Cloud within the company. For example, recruiting uses the public cloud to attract candidates from public career sites. However, talent and payroll are primarily internal. 

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

I think it could use more features, perhaps artificial intelligence, since that's becoming more prominent in the world, and it's not yet implemented in HCM.

I have been using Oracle HCM Cloud for the last seven years.

As a cloud solution, Oracle HCM Cloud is generally stable, but there can be occasional updates that may lead to changes or customizations needing verification to ensure everything functions as expected.

I'd rate the scalability of Oracle HCM Cloud at nine out of ten. We aim to align client processes with the system, although some features remain unused. I'm not aware of the exact number of users or the type of businesses using it, but typically, our clients range from medium to large enterprises.

I've interacted with Oracle's technical support team and they are good. 

Positive

The initial setup is neither complex nor very easy. The deployment time for Oracle HCM Cloud varies based on complexity. It typically involves training main users, preparing manuals, and providing support before deployment. The steps depend on the specific needs and modules involved, such as payroll.

I haven't personally dealt with the cost details, but based on client feedback, Oracle HCM Cloud is considered expensive due to additional support costs on top of licensing fees.

I believe others would find it user-friendly too. Overall, I'd rate it a nine out of ten because perfection isn't realistic.

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

What's not working that well at the moment is the information flow between the different HR modules. This can be improved by Oracle.

I have been working with Oracle HCM Cloud for six years. 

The solution is very stable. 

There are 250 users.

The initial setup is easy. 

The pricing is reasonable. 

Overall, I rate the solution an eight out of ten. 

We use Oracle HCM Cloud for human capital management. I also use Oracle eBusiness Suite. That's mainly for handling alerts.

Basically, it is a hiring resource system for my company. As an HCM Cloud software engineer, I help our hiring source department manage and understand the system. 

We understand the technicalities through documentation, and then we guide the hiring source department on how the system works and the different modules available. There's a talent management module, for instance.

We guide them because we, as software engineers, have a better understanding of the technical aspects compared to someone who just uses it for hiring purposes.

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.

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 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. 

My organization has been using it for about six or seven years. Personally, I've been using it for around eight months.

I would rate the stability an eight out of ten because there are some glitches. But most of the time those glitches are due to human error.  

I would rate the scalability an eight out of ten. In my department only, there are around 30 end users. 

I haven't personally contacted Oracle support, but my senior colleagues have worked with them and had a good experience with the Oracle support team.

It was already deployed in my organization when I first joined my company. The modules were already selected and the processes were integrated within the system. 

When I came into the organization and was introduced to HCM Cloud, they showed me how it works. I didn't read the documentation in-depth because my colleagues were using specific procedures, so they just guided me through the system. 

However, if the organization starts using a completely new module in the same cloud, I would definitely read the documentation and follow the learning path provided by Oracle. 

Additionally, the company still uses HCM EBS (e-Business Suite), which is the HRMS system. While HCM Cloud seems better in my assessment.

Based on my experience, I would rate the solution a nine out of ten. 

They were trying to find one solution for the entire organization, which is why they were attempting to use HCM Cloud in combination with the Oracle solution for procurement and finance.

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

Oracle is a strong option for purchasing or procurement.

I prefer Workday.

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

I worked with Oracle HCM Cloud for two years.

Oracle HCM Cloud is a very stable solution.

Oracle HCM Cloud is scalable.

We had approximately 10,000 employees, in our company.

I would rate the technical support a three out of five.

Neutral

I use Workday, every day, and I have also worked in SAP.

Workday, in my opinion, is the best HCM solution.

The initial setup was pretty complex.

We had a team of 50 people to deploy this solution and a smaller team of 10 to 15 for maintenance afterward.

We used a third-party consultant to assist us with the deployment.

The company had seen a return on investment while using this solution.

The timeline that they give you to implement is always too compact.

I would rate Oracle HCM Cloud a seven out of ten.

We are customers of Oracle and I'm employed as the delivery manager.

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

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. 

I've been using this solution for five years. 

The solution is stable. 

The solution is scalable, we have around 5500 users.

Some of the support staff are really good. We have issues when they hand off an outstanding issue to the next person.

When we implemented it was really difficult. We used third parties to implement but the job wasn't sufficient for our needs. HCM can't be deployed in-house which means dependency on implementation partners. If they are not adequately capable, it costs us. We had a very difficult experience with our initial deployment. Maintenance is directly relational to the usage and I'm not getting good mileage out of that. 

Our ROI is okay but it's not in line with what we would like to see or have going forward and that's the challenge. If I want to get a good ROI, I have to invest in improvements. I don't have great mileage as things stand. The solution needs constant feeding and constant spending. 

It's difficult to assess whether this is an expensive solution. Salesforce, for example, costs about $100+ per month, but it has significant business visibility in terms of revenue, along with great extension ability. Fusion costs less but the usage is low because there's little to entice our employees to access it. 

Salesforce is the main competitor in this field and always comes out on top for us because of its customer support and speed in responding to and resolving any issues. They are very quick. SalesForce is also one of the best in terms of a solution of our choice, probably followed by NetSuite. Fusion lacks sufficient ability. 

I rate this solution six out of 10 because it's lacking in certain areas and not at the cutting edge in terms of market needs. I've seen many other tools that really serve our needs but we don't have that here because of their old-fashioned approach. 

Any organization with an HCM workforce for hire-to-retire functionality, including areas like payroll, benefits, recruitment, performance, and everything else, is a well-integrated solution.

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.

Having the software in your company means everything is very configurable, so it is actually a boon, while there are some negative sides. The tool's configurable side allows you to have more flexibility, but at the same time, it creates a lot of confusion that still has to do over so much of the configuration, which are areas that are conflicting in nature.

I have been using Oracle HCM Cloud for five to six years. My company sells licenses of the solution to others.

In terms of stability, the performance has really increased over time, so it is a good product.

The scalability of the tool is unlimited. The tool can be used on a use-and-pay basis, depending on the usage and licenses that you need. If you have a drastic increase in your workforce, you can scale it to an unlimited amount.

The solution's technical support is okay. My company understands that the tool offers support for 190 odd countries, so there is a bit of delay in response, but whenever you raise an issue with the support team, you get some satisfactory responses. If you have had only the chance to contact the support team once or twice, and if that has been good, I would have been able to generalize it. I would rate the tool's technical support an eight out of ten.

Positive

I have used PeopleSoft.

In terms of the product's installation phase, I would say that it is a SaaS-based product and offers a licensed subscription model.

I am not normally involved in the product's pricing since it normally involves the packages that a user chooses. Pricing differs based on a case-to-case scenario and client-to-client basis.

The major competitors of Oracle HCM Cloud are Workday and SAP SuccessFactors. As it is a strategy-based market, companies definitely offer a lot of discounts to attract buyers.

The tool's performance has improved drastically over a period of time. I started working on the tool in 2012 when its fourth release was available, and now the tool has released its twenty-third or twenty-fourth version.

Oracle takes care of the maintenance of the tool.

Oracle HCM Cloud doesn't provide a payroll solution for many other developed nations, including Australia. As a result, developed nations have to rely upon third-party payroll vendors, who provide good and direct integration. I think the integration of Oracle HCM with the aforementioned third-party tool is really good.

The tool has some AI capabilities. AI is used to analyze existing data and provide predictions. Oracle has developed some prediction tools, such as determining whether an employee is going to have to be given some flight charges or what the performance of this particular person should be. These can be good database points, which are really good for managers.

Oracle HCM Cloud is a stable product that is ready to cater to the needs of an entire market.

I would recommend the tool to others for multiple reasons. I would ask others to consider the brand name and the fact that Oracle has a global presence. If your organization has operations in more than one country, the tool works as a global solution. Nowadays, most of the major vendors are moving to cloud solutions. Oracle HCM Cloud is a cloud-based solution, but by having a global team, you can get good global support. As the tool offers a suite of other tools where you can get a set of integrated solutions like FSCM, SCM, and performance, it works seamlessly. The tool's integration with other pillars is great.

I rate the tool an eight to nine out of ten.

In our organization, we leverage Oracle HCM Cloud extensively for a wide range of HR processes. This includes payroll management, employee services, and both manager and employee self-service functionalities. However, it's worth noting that we haven't implemented it specifically for recruitment.

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. 

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. 

I have been using the product for two and a half years. 

I rate the product's stability a ten out of ten.

I would rate the tool's scalability a nine on a scale of one to ten. 

Oracle's support is very good. 

The initial setup's rating is around a six on a scale from one to ten, and the process was of medium complexity. The complexity varies depending on the specific aspects of the implementation process. It took approximately eight to nine months for the deployment. The deployment team consisted of 15 resources. Four people are currently needed for maintenance.

An integrator helped us with the tool's deployment. 

The return on investment is about seven out of ten.

I rate the product's pricing a seven out of ten. A comprehensive understanding of your requirements is essential for successful deployment. Without it, the process may become challenging and less likely to succeed.

I rate the overall product an eight out of ten. 

Oracle HCM Cloud is used for enterprise expenses and modules. It is also used for managing the workforce's jobs, positions, and roles.

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.

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.

Our company has been using Oracle HCM Cloud, and in a couple of months, it will mark the completion of two years.

It is a stable solution.

Oracle HCM Cloud is a scalable solution, especially since the cloud version is scalable vertically and horizontally. In our organization, more than 100 employees use the solution. Also, in our organization, we do have plans to increase its usage.

At our workplace, we have contacted Oracle's technical support. I rate the solution's technical support a seven out of ten. I would like to see the support for API integration improve.

Neutral

In PeopleSoft, we are using its financials. Currently, we migrated to an ERP solution. So, we are just using the PeopleTools and the application, in which the tools can be upgraded. In my organization, we have a large user base where we integrate the data with Workday. PeopleSoft HCM and Workday were the options we were using before choosing Oracle HCM Cloud. So, we moved away from PeopleSoft and implemented Oracle Cloud ERP, and that's when we bought Oracle HCM Cloud. The main reason for doing so was the expenses.

The initial setup or implementation process of the solution is fine. The deployment process took place in two days. So, once one has the runbook and everything in place, it is not that difficult.

It has only been 18 months since implementation. So, it is too early to calculate the ROI. We need another six months to consider the ROI calculation.

Though I cannot comment on the solution's cost, a fixed cost is involved based on my understanding. The cost multiplies based on the number of users.

Oracle HCM Cloud can be a viable option for organizations, provided the configurations and rules are properly implemented. The solution tends to work better when an organization does not have much employee turnover or churn rate. However, once a year, in the event of a churn-out of 60,000 employees in a single day, there may be delays in synchronizing certain details. Overall, I rate this solution an eight out of ten.