Oracle HCM Cloud Reviews

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 am using Oracle HCM Cloud for human resources management and we have found it to be a very good fit. I use it for recruitment, time, attendance, talent management, learning, and performance management.

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.

I believe what could be improved is the EX portion of Oracle HCM Cloud and how it can more easily integrate with other tools. I believe this is the way forward. I would like to see them make it easy and simple for employees to use it.

I have been working with Oracle HCM Cloud now for nearly four years.

We have found Oracle HCM Cloud very stable. 

It is definitely scalable. We started with a specific entity and now we have moved all four thousand in the group onto it. You do not have to start over again because it provides a global route, which you can reuse in your implementation.

You do get regular access to resources from Oracle. You have a customer portal where you can exchange with other customers and with technical people. We have regular engagements with the CSM. We have access to resources on their website and there are webinars all the time. It is just a matter of how you organize internally to make time for it and stay up to date. You can subscribe to learning courses and receive certification. You are able to maintain that certification.

Neutral

We were using an on-premises solution as they moved to the cloud so did we. 

I would not say it was either straightforward or complex. It was a change and like all changes, people need time to adjust. When you have been using specific software for ten years and you change it is not in human behavior to always jump and welcome change. I would say that overall, we had a slow but gradual welcome from the employees. It is a journey.  You always continue to grow and develop with the new releases. During this pandemic, so many things have changed and employees are constantly looking for experiences that come closer to what you get on a retail store app.

The way Oracle article works is that they would partner with implementation partners, so we would naturally go in that direction. It was a mix in the beginning. We definitely hired implementation partners and intuition partners. We work side by side with them so that we could, ourselves, build skills internally. Four years later, we are definitely more competent in many areas and at the same time, we still do consult. We have implementation partners on very specific projects where it is required.

I would recommend taking the time to really discover the product that is being offered. There are a lot of products and features available. Take that time to really understand how they all bundled together before you decide. In addition, the sequence in which it is recommended to implement the different modules is important. I would rate Oracle HCM Cloud a seven out of ten.

The client I have wants all their system working for the recruitment on the cloud. For example, we are trying to transfer all their data to the cloud on Oracle HCM Cloud.

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.

I have been using Oracle HCM Cloud for approximately one year.

There have not been any issues with the stability of Oracle HCM Cloud.

The scalability of Oracle HCM Cloud is good.

I rate the technical support of Oracle HCM Cloud an eight out of ten. There is some room for improvement.

I rate Oracle HCM Cloud a nine 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.

We primarily use the solution for people management. We also use it for employee and manager self-service, as an HR module and as a tool for measuring goals and performance. We use the learn module and talent management. We also use the rewards, composition module. 

The solution has much room for improvement in all the modules and we are not wholly satisfied with it. The goal in performance, compensation, learn module, core HR and employee and manager self-service should all be addressed.

The initial setup was complex. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

I rate the technical support as a four out of ten. 

The product features and functions and the GUI (graphical user interface) should all be fundamentally improved. There are many features that are absent from the solution. The data is not synchronized and this is evident when an employee transfers from one location to another. 

The visibility of data is not synchronized in the goals and performance module, which translates into a lack of visibility when it comes to the details. By way of example, I cannot see my performance rating or the details from the previous year or quarter in my position as line manager. 

I am forced to go with and open multiple screens and windows.

The learn module lacks flexibility for gauging the accuracy of the completed learning or the assignment details. It has many limitations. 

There is much to be improved when it comes to employee and manager self-service.

I have been using Oracle HCM Cloud for four years. 

I would not define the solution as being stable, but as being adjusted. When it comes to the issue of stability, we find the solution to be fading out and must adjust it to the application.

We have 35,000 employees in our organization, so we consider the solution to be scalable.

I rate the technical support as a four out of ten. 

The initial setup was complex. 

The implementation was handled solely by a record team, with the implementation partner being the record office. 

I cannot comment on the cost, as this is handled by a different team. As there is a team that is responsible for this, I cannot specify any one individual to whom this question should be addressed. 

I rate Oracle HCM Cloud as a three out of ten. 

I'm helping customers with using the product. We are a reseller and implementation partner, and we also support  customers with the maintenance of the product. It is being used for core HR absence management and goal and talent management. We are currently also exploring the integration with a payroll system.

One of our customers is using version 21C, and two other customers are using version 21D. It is absolutely cloud-based.

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

The absence management can use some improvement. Due to all the flexible working, the part with work schedules could be a little bit more flexible. 

We were demonstrating the reporting tool, and there was one competitor that had a solution that was not yet included in Oracle. Its reporting tool is fine. We had to do a presentation, and there was some other company doing a presentation of a specific reporting tool, and they were able to show a window in a window. That feature was very impressive, and that's not yet possible within Oracle. It might get added in the future. It is nice when you have a kind of dashboard with a graph, and you can easily compare it with another graph.

I have been working with and using the product since it has been on the market.

Its stability is okay. That's not a problem.

Its scalability is also not a problem. If your business is growing and you get more employees, you just pay a little bit more contribution. The subscription will change. That's not a problem.

One of the clients has only 300 workers using the system, and the other one has something like 18,000 or 19,000 workers using the system. They do have plans to increase the usage.

Their technical support is okay. I don't have any problems with the Oracle support part. They are of great help.

Positive

They switched from another product to Oracle. A client has a combination of an HR and payroll product, and they are currently considering moving to Oracle HR for the core application and then integrating with the payroll provider.

I was involved with one of them, and it was quite straightforward. It was not that complex. Another one was done with another partner company and Oracle consulting, and that was a little bit more complex due to many countries and localizations that had to be used, especially as per all the local regulations for absence management, entitlements for all the employees, and stuff like that.

The environment was available within a few days. That was not a problem. The entire implementation was something about three to four months.

In terms of maintenance, for the smallest one, it was one worker doing it part-time. For the other one, it was a little bit more complex because they are in many countries. So, they have a kind of a global team, and they have local people working on it. The third client has something like three people for the payroll interface and maintenance of the system.

The contract for one of them will be extended for three years and for another one for two years. One of them is paying monthly, and another one is paying per quarter. I don't know about the third one. So, it differs.

I would advise others to try to stay with the best practice business flows as much as possible. Try the standard product as much as possible before considering to make small changes that are required by one or two people. One of my customers had a requirement of making customizations to the forms, such as removing fields, but after a year or so, they suddenly realized that those fields could be very useful. They had to be enabled again. So, it's better to stay with the standard product and provide correct instructions for the users.

I would rate this solution an eight out of 10.

Oracle HCM Cloud can be used for workforce management.

The solution has good integration with other applications.

I was part of a program I went to where I had a discussion on the latest innovation of the Oracle HCM. I think some of the newer technology innovations, such as gamification and consumerization are areas that could be improved. Additionally, there are certain areas of global compliance where there could be improvements. We use a lot of standalone applications for these elements and we are looking forward to having those elements all in one application.

I have been using Oracle HCM Cloud for approximately eight years.

The solution is stable.

Oracle HCM Cloud is scalable. Oracle is spending a lot of effort in research and development to increase scalability and speed with the high demand for mobile usage.

We have approximately 30,000 users using this solution in my organization.

In a previous organization, I used Workday.

The implementation of the solution is easy because it is a cloud solution.

There is a license required for the use of this solution and we are on an annual license.

I would recommend this solution to others if it fits their organization's use case.

I rate Oracle HCM Cloud an eight out of ten.

We use this solution to manage our employee's information and their salaries. 

Generally, we use it for payroll purposes.

The system is okay and works well for us.

I think they should have a larger data center in China, which would significantly increase the access speed from my current workspace.

The access and speed should be increased.

I have been using Oracle HCM Cloud for three years.

We are using the latest version. It's a cloud-based solution.

We have not had any issues with the stability of this solution.

As a cloud solution, it's definitely scalable.

If we pay more, we get more features and functionalities. These include options such as recruitment and performance reviews. In general, it's very scalable.

We have 185 users in our organization.

Technical support is fine. We are satisfied with the level of support that we have.

It's an additional cost for higher-level support.

There is no installation required, as it is a cloud-based solution.

Licensing fees are on a yearly basis.

The price could be cheaper. We want it to be as cheap as possible.

Oracle HCM Cloud is a part of Oracle Cloud ERP.

Definitely, I would recommend this solution to others who are interested in using it.

I would rate this solution a seven out of ten.