Oracle HCM Cloud Review

Oracle
Product:
Vendor:
Founded:
Headquarters:
Oracle HCM Cloud
Oracle
1977
Redwood Shores, CA
Ownership
Customers:
Deployment Model:
Free Trial:
Public
400,000
Cloud
Yes
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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 500 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.

Features

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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Implementation/Integration

Oracle provides a basic step-by-step process of its implementation:

  • Identify end-user requirements
  • Identify data sources
  • Design data model
  • Create data store
  • Generate summary data
  • Prepare data for user access
  • Grant access to data
  • Distribute software and documentation to users
  • Create and distribute reports

Like other vendors, Oracle offers training for its software. There are five types of training – classroom training, live virtual class, on-demand training, self-study courses and private events. Companies can choose from any of these training options, depending on their schedule, whether they’re willing to travel and cost considerations. Oracle does offer discounts on its training programs – notably a 20% discount if a user purchases the bundled training/certification package.

Customer Service & Support

Oracle also offers a variety of support services. First, there is the Oracle Premier Support. The Premier Support service includes 24/7 tech support, problem prevention and access to software upgrades. There is also the Lifetime Support Policy that allows software users to upgrade whenever they’re ready. Second, there is the Advanced Customer Service Support – this is ideal for mission-critical environments, such as IT departments in large companies.

Finally, there is the MyOracle Support portal. Users can access this portal to download software updates, put in a request for tech support and communicate with other Oracle customers.

Pricing

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 500 employees for this subscription.

Shortcomings

The Oracle HCM Cloud is not intended for companies with less than 500 employees. Those companies can check out our other HRMS reviews, such as BambooHR or Sage HRMS.

Screenshots

Oracle Screenshot 1
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About

Oracle has a simple mission: to simplify IT resources. In doing so, it has created systems and products to enable hardware and software to work together. In addition to engineered systems and software, Oracle has also sold products and solutions relating to databases, servers, storage and cloud solutions. It also offers solutions aimed at specific job functions, such as finance, marketing and human resources.

Headquartered in Redwood Shores, CA, Oracle employs more than 120,000 people, including 35,000 developers and engineers.

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