Oracle HCM Cloud Review

Oracle HCM Cloud
Redwood Shores, CA
Deployment Model:
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Oracle HCM Cloud At A Glance

Good: Work Life module that helps improve employee engagement, project portfolio and resource management features, and ease of collaboration for employees on multiple teams and locations.
Bad: Not intended for businesses with less than 100 employees.
Bottom Line: Comprehensive HRMS solution that helps medium, large and enterprise companies manage their global workforce.

Product Overview

Oracle markets two different solutions in the HRMS space: Oracle HCM Cloud and Oracle PeopleSoft. This review will focus on the Oracle HCM Cloud.

The Oracle HCM Cloud is a comprehensive HRMS solution for mid-size to large enterprises. It helps companies not just manage their core HR tasks, but also manage strategic tasks throughout the organization. Oracle HCM Cloud bills itself as the modern HR software that combines social, mobile and analytical features for increasing collaboration and productivity.

Oracle HCM Cloud includes seven modules:

  • Global HR
  • Talent management
  • Workforce rewards
  • Workforce management
  • Work Life solutions
  • HR analytics
  • HCM for midsize

Companies have a choice of purchasing all modules for a comprehensive solution or individual modules as stand-alone products. We discuss each module in our Features section below.

Oracle HCM Cloud also integrates with the Oracle ERP Cloud for a more unified solution.


Here is a brief summary of each Oracle HCM Cloud module:

The Global HR module helps larger companies, especially companies with multiple locations, streamline their HR processes. Some of its features include:

  • General HR components, such as employee information, self-service functionality, worker lifecycle and rules-based processes for industry and union support
  • Workforce directory features that include a My Team dashboard; a Person spotlight that displays job roles, social media profiles and other relevant information about employees; and an organizational directory
  • Workforce predictions that contain analytical tools such as current and historical indicators of talent attrition, what-if scenarios and pre-built attributes for predictive modeling
  • Workforce modeling tools that provide information on costs and impacts on any organizational changes
  • HR help desk for providing employee resources and dedicated support from HR specialists on answering employees’ questions
  • Benefits, absence management and payroll interface

The talent management module helps employers manage the entire talent lifecycle starting with talent sourcing. Some of its features are:

  • Talent acquisition (sourcing, recruiting and onboarding talent)
  • Performance management
  • Career development and succession management
  • Learning management (targeted training programs and creating/importing content)

The workforce rewards module is a compensation module designed to help employers provide fair and merit-based bonuses, raises and commissions. Some of its features are:

  • End-to-end compensation management that includes total compensation and pay-for-performance calculations
  • Payroll management with localized payroll (processing payrolls for employees located in different countries) and integration with third-party providers
  • Benefits management with self-service functionality for employees to select and manage their own benefits
  • Sales compensation for managing performance of the sales team with automated tools for the compensation process

The workforce management module helps companies manage their workforce and labor costs. Here are some of its features:

  • Time and labor features, such as capturing employee time, scheduling employees’ shifts and integrating with hardware time clocks
  • Absence management
  • Project portfolio management, including resource management, execution, and social tools for project assignments and collaboration
  • Expense management with an end-to-end expense reimbursement process, including travel policies

The Work Life solution module’s purpose is to help companies retain employees by providing tools to achieve work/life balance. Some of the features include:

  • My Competitions, a feature that provides gamification tools with awards and incentives to motivate employees
  • My Wellness for each employee to track their wellness activities (integrates with wearable devices, such as Fitbits)
  • My Reputation, a feature to help employees promote and maintain their personal brand (personal brand can be measured by a variety of factors, such as influence, generosity or impact)

The HR analytics module includes analytical tools for every user in the business from executives to employees. It includes pre-built dashboards, reporting templates and other self-service features so users don’t need to rely on IT to run reports.

And finally there is the HCM for midsize module for medium-sized companies (between 500 and 1,000 employees). It includes some of the same features as the other modules, such as benefits, performance management, career development, expense management, business insights and absence management.

  • Attendance Management?
  • Benefits Administration?
  • Employee Self-Service?
  • Learning Management System?
  • Mobile Access?
  • Payroll Management?
  • Performance Appraisal?
  • Recruiting Management?

Target Market

Oracle HCM Cloud serves many different industries, such as higher education, retailers and financial services.  Below is a partial list of Oracle’s customers:

  • CARROT Global
  • Fuji Xerox
  • International Applications Solutions
  • Leejam Sports Company
  • Macy's
  • People's Choice Credit Union
  • Royal Farms
  • Ster-Kinekor Theatres
  • Swedbank
  • University of Kansas

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Oracle Corporation offers the following deployment options for its HCM Cloud solution:

Public cloud – With the public cloud option, applications are accessible by the general public and provided on a subscription basis, with no need to purchase additional support or licenses. The services are hosted by Oracle business partners or Oracle over the internet.

Private cloud – The private cloud deployment includes managed services of both hardware and applications that are available internally, covered by a firewall and hosted by Oracle business partners or Oracle over the web. Oracle conducts patching, monitoring, upgrades, security and system management services.

On-premise – On-premise implementation includes software licenses, support and hardware that clients purchase and host at one or more of their sites. Customers are responsible for the management, patching, upgrades and security.

Hybrid – With the hybrid option, clients can maintain their existing legacy software on-premise and purchase applications that are hosted in the public or private cloud.

Customer Service & Support

Oracle Corporation offers a range of support services. First, Oracle Premier Support includes 24/7 issue prevention, tech support and access to product upgrades. Customers also get a Lifetime Support Policy that allows them to upgrade whenever they’re ready. Second, Advanced Customer Service Support is ideal for complex environments, such as IT clusters in big organizations. Third, the My Oracle Support portal enables users to send requests for tech support, communicate with other Oracle Cloud customers and download application updates.


Each module includes a separate pricing plan. Here’s a snapshot of each plan:

The Global HR module subscription is priced at $13 per employee per month for a minimum of 1,000 employees. Note that the help desk feature is a separate cost at $4 per employee per month. In order to purchase the help desk plan, a subscription to the Global HR module is required.

The Global HR subscription also includes these additional Oracle HCM Cloud modules: workforce rewards, workforce management and the My Competitions feature of the Work Life solution. However, a few features within these modules will be a separate cost.

The talent management module is priced at $8 per employee per month with a minimum of 1,000 employees. It includes performance management, career development and succession-planning features. However, the talent acquisition and learning features cost extra: talent acquisition is priced at $5 per employee per month and learning costs $2 per employee per month.

The payroll feature in the workforce rewards module is an additional $7 per employee per month, and the compensation feature is an additional $3 per employee per month.

The time and labor feature in the workforce management module costs an additional $3 per employee per month.

The Work Life solutions is priced at $3 per employee per month (however, the My Competitions feature is already included in the Global HR subscription).

The HCM for midsize module costs $8 per employee per month. Oracle requires a minimum of 100 employees for this subscription.


The Oracle HCM Cloud is not intended for companies with less than 100 employees. Those companies can check out our other HRMS reviews, such as BambooHR or Sage HRMS.


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Oracle Corporation manufactures, sells and hosts platform services, infrastructure-as-a-service solutions and software-as-a-service (SaaS) application suites for IT environments worldwide. It was co-founded by Larry Ellison, Ed Oates and Bob Miner in 1977.

Since its inception, the company has made continuous efforts to remove the complexity from IT by designing software and hardware that work in harmony – both in the data center and in the cloud.

Today, Oracle offers enterprise resource planning, talent and human capital management, project portfolio management, business analytics, procurement and customer experience software, as well as risk and compliance, governance and financial management applications. In addition, it licenses the Oracle Database for manipulation, retrieval and storage of data.

Headquartered in Redwood City, California, Oracle Corporation serves over 400,000 customers in more than 175 countries.

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