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15 Ratings
14 Ratings
15 Ratings
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Score 6.9 out of 101
14 Ratings
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Score 7 out of 101

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Likelihood to Recommend

ADP TotalSource

ADP Totalsource is well suited for any size company. It is a functional warehouse of information and is especially handy for an HR department and a great investment. It should eliminate employees coming to you all the time with questions about their pay or other financial questions. It is also great if you are someone that switches from one company to another often because it will store all of your information for you. If you do not know about the privacy setting, that could be an issue because then others could view your personal financial information. I would not recommend purchasing if your company is incredibly small depending on how profitable your company and what industry you are in.
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Epicor HCM

***BEWARE OF EPICOR*** You have officially been warned! As my coworkers and I like to call it, “Epic-mess,” as the possible becomes seemingly impossible. If you are even remotely considering Epicor as your company’s HRIS, please look elsewhere, as Epicor will only cause your HR team massive problems and irritation. Save your company the time, and more importantly the money. Epicor is extremely costly and every small customization has a price including speaking with service representatives. At this point, after dealing with Epicor for over a year and a half, I truly believe Epicor is a legitimate grift. Why do you ask? For one, nothing with Epicor is easy. Efficiency is thrown out the window which is ironic since HRIS systems are designed with efficiency in mind. However, this is surely not the case with Epicor. You will spend an inordinate amount of time trying to demystify the system. Would you like to run a report? Simple right? How about being directed by Epicor’s software programmers to utilize Microsoft Report Builder to execute this task. Pardon me? Are you telling me this system doesn’t allow for embedded report creation? Why yes, that is virtually the case. While you are able to run very standard reports in Epicor, if you need to run an ad hoc report or build a complex report, you will be directed to utilize Microsoft Report Builder, which is consequently, pretty complicated and honestly, unnecessary considering your company purchased an HRIS. In addition, once you are finally able to run the report in Report Builder after it freezes a couple of times (cross your fingers), you can rest assure that your report is inaccurate. Not only does building a report require a ridiculous amount of time, but the report lacks integrity as Epicor will drop employees from your report without your knowledge. From my team’s understanding, we were told by Epicor that names are dropped because those particular employees are missing information in the requested data fields. Now, logic would tell anyone that a report should still pull the employee in spite of the empty data field, but of course, that would be too logical for Epicor. Instead of pulling the employee and including them in the requested report with the missing information, they completely drop off. Logic would beg one to think, “How would I know the employee was missing information if they are not pulled and I am not given the opportunity to see the missing data field(s) so I can correct them?” This is only the beginning of your problems. After dealing with trying to run an accurate report and losing your mind, you will now be inclined to contact Epicor directly. You will find this feat to be daunting if not absurd given you have to call to run a fairly simple report. Epicor offers a “free” customer service line that will immediately instruct you to contact the program developer who handles your account. That sound you just heard…was money flying out the window. Of course Epicor would have you contact your account manager as this means more money for them. So, after you finally call and leave a message, because you must leave a message (which is a joke), someone from Epicor will return your call the following day (emergency…what emergency?) and assist you as best as they can with your problem, but oftentimes, they cannot help because even they do not know. And if they do, they are recommending a solution that will…wait for it…cost more money.Should you need a basic feature in your HRIS it is considered a “customization.” Would you like a “point in time” report? This is considered a special report that must be created. Yes, you read that correctly. A simple “point in time” report, which is standard in ADP Reports and most reputable HRIS systems, will cost you a pretty penny. But don’t fret, they will try to placate your anger by informing you that they are offering you a “discount” – for something a standard HRIS can do in five minutes. And to add to your mounting costs, your company is still being billed for the phone call(s) which is almost $100 per call, and mind you, because Epicor is extremely convoluted, you will spend a significant amount of time on those phone calls. Maybe even six months because that is how long it took for our organization’s PIT report with minimal parameters to be built. Who doesn’t have money and time to spare in an evolving and fast-paced organization? Would you simply like to have your HRIS system interface with your company’s payroll system? Again, the possible becomes impossible. For every single payroll cycle that my organization has to transmit, we have to run an import via Epicor that creates “error reports” that we have to review to ensure that Epicor made the correct changes, which often, we find information is not correctly transmitted over to ADP. Then, we are forced to manually enter the information in our payroll system and complete double data entry. Again, where is the efficiency if you have to manually enter the employee data in both systems? My organization does this multiple times throughout the month. You can only imagine how inefficient and time consuming this task is. Would you like to complete a mass import? Sorry. That’s not going to happen without another – you guessed it – phone call. And get this, after spending money on the call, you might possibly be met with, “That’s not possible.” Wow. Who’s asking for the world? You only want to complete a pretty simple task, or seemingly simple task. Are there other problems? Of course! However, I don’t have the stamina to list all of them. Without a doubt, if my organization could do it over again when selecting an HRIS, we would have never selected Epicor. It has not met our growing organization’s needs and it simply is not a robust and sustainable system. And there is no way Epicor will meet our needs in the future as it currently fails them now after three years of trying to get this HRIS running properly. Should your company be in the market for an HRIS system, bypass Epicor at all costs, as you can find another system that will meet your needs more efficiently with less cost. Save yourselves the time, energy, and money -- and the headache.
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Feature Rating Comparison

Human Resource Management

ADP TotalSource
8.1
Epicor HCM
6.5
Employee demographic data
ADP TotalSource
7.3
Epicor HCM
7.0
Employment history
ADP TotalSource
8.3
Epicor HCM
6.5
Job profiles and administration
ADP TotalSource
7.7
Epicor HCM
7.1
Workflow for transfers, promotions, pay raises, etc.
ADP TotalSource
8.4
Epicor HCM
6.1
Organizational charting
ADP TotalSource
8.5
Epicor HCM
3.7
Organization and location management
ADP TotalSource
7.4
Epicor HCM
6.9
Compliance data (COBRA, OSHA, etc.)
ADP TotalSource
9.4
Epicor HCM
8.1

Payroll Management

ADP TotalSource
8.7
Epicor HCM
6.9
Pay calculation
ADP TotalSource
8.4
Epicor HCM
6.1
Support for external payroll vendors
ADP TotalSource
9.7
Epicor HCM
7.2
Benefit plan administration
ADP TotalSource
8.7
Epicor HCM
5.5
Direct deposit files
ADP TotalSource
9.0
Epicor HCM
7.6
Salary revision and increment management
ADP TotalSource
9.3
Epicor HCM
6.7
Reimbursement management
ADP TotalSource
7.0
Epicor HCM
8.0

Leave and Attendance Management

ADP TotalSource
8.5
Epicor HCM
6.5
Approval workflow
ADP TotalSource
8.0
Epicor HCM
8.2
Balance details
ADP TotalSource
8.5
Epicor HCM
4.4
Annual carry-forward and encashment
ADP TotalSource
9.0
Epicor HCM
7.0

Employee Self Service

ADP TotalSource
8.3
Epicor HCM
7.3
View and generate pay and benefit information
ADP TotalSource
8.7
Epicor HCM
7.0
Update personal information
ADP TotalSource
8.7
Epicor HCM
5.9
View company policy documentation
ADP TotalSource
8.0
Epicor HCM
9.9
Employee recognition
ADP TotalSource
8.0
Epicor HCM
View job history
ADP TotalSource
8.4
Epicor HCM
6.4

Asset Management

ADP TotalSource
8.0
Epicor HCM
7.1
Tracking of all physical assets
ADP TotalSource
8.0
Epicor HCM
7.1

HR Reporting

ADP TotalSource
8.0
Epicor HCM
4.7
Report builder
ADP TotalSource
8.0
Epicor HCM
5.6
Pre-built reports
ADP TotalSource
8.0
Epicor HCM
3.4
Ability to combine HR data with external data
ADP TotalSource
8.0
Epicor HCM
5.0

Onboarding

ADP TotalSource
8.8
Epicor HCM
6.0
New hire portal
ADP TotalSource
8.5
Epicor HCM
4.0
Manager tracking tools
ADP TotalSource
9.0
Epicor HCM
8.0

Performance and Goals

ADP TotalSource
7.0
Epicor HCM
5.4
Corporate goal setting
ADP TotalSource
6.0
Epicor HCM
1.0
Individual goal setting
ADP TotalSource
8.0
Epicor HCM
7.4
Line-of sight-visibility
ADP TotalSource
6.0
Epicor HCM
7.0
Performance tracking
ADP TotalSource
8.0
Epicor HCM
6.3

Performance Management

ADP TotalSource
7.6
Epicor HCM
5.4
Performance plans
ADP TotalSource
6.0
Epicor HCM
6.4
Performance improvement plans
ADP TotalSource
9.0
Epicor HCM
1.0
Review status tracking
ADP TotalSource
7.0
Epicor HCM
4.5
Review reminders
ADP TotalSource
8.0
Epicor HCM
7.2
Multiple review frequency
ADP TotalSource
8.0
Epicor HCM
8.0

Succession Planning

ADP TotalSource
7.0
Epicor HCM
6.0
Create succession plans/pools
ADP TotalSource
7.0
Epicor HCM
Candidate ranking
ADP TotalSource
7.0
Epicor HCM
6.5
Candidate search
ADP TotalSource
8.0
Epicor HCM
5.5
Candidate development
ADP TotalSource
6.0
Epicor HCM

Recruiting / ATS

ADP TotalSource
7.4
Epicor HCM
8.1
Job Requisition Management
ADP TotalSource
6.0
Epicor HCM
8.1
Company Website Posting
ADP TotalSource
8.0
Epicor HCM
9.0
Publish to Social Media
ADP TotalSource
7.0
Epicor HCM
Job Search Site Posting
ADP TotalSource
9.0
Epicor HCM
Duplicate Candidate Prevention
ADP TotalSource
6.0
Epicor HCM
9.0
Applicant Tracking
ADP TotalSource
7.0
Epicor HCM
7.3
Notifications and Alerts
ADP TotalSource
9.0
Epicor HCM
7.2

Pros

  • It does a great job of keeping track of all your pay at various other jobs that also use ADP TotalSource. You can easily log in and verify any information that you might need to check on.
  • The privacy feature is really great so that only you can see documents with financial information on them.
  • The app is also really handy and easily accessible. You can pull up anything in a pinch if you don't have access to your work computer at the same time that you need to look up something.
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  • Security is always an issue with payroll/HR software. Security in Epicor HCM is very robust. In our manufacturing facility it is important that supervisors have access to their employee's information and the software allows me to limit access to only the correct department. There is also menu security that will allow me to remove access to features by user and grant access only to what they require to do the job.
  • This software is the repository for many different types of employee information. For example in the past we have tracked skills training by employee in either an Access database or an Excel spreadsheet. We are currently in the process of loading individual employee skill information which will allow us to query the database to pull any information that is not already a canned report in the system.
  • Payroll tax reports are handled by the system seamlessly. In our old system I had to keep confidential employees in a different "company" which meant I had to combine the two companies and do quarterly and year end tax reporting manually. The confidential flag in Epicor HCM allows me to utilize reports directly from the system and also creates the files needed to file online for both my quarterly SUI and W-2 reporting to SSA at year end.
Cheryl Atkins profile photo

Cons

  • I wish that there was a feature that would allow you to do some financial planning with your money.
  • If you can't remember your password or username, it is really hard to retrieve and they always take a long time to get back to you.
  • One other con is that it is not always the easiest to navigate and sometimes you don't realize that you have gone to a different screen and then it gets you out of everything and you have to do the log in process all over. This would be more of an issue if you were using a computer instead of the mobile app.
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  • There has been little or no investment in development/upgrades in this product for 4 years.
  • The overall interface is very dated, not user friendly and clunky. The time-off interface is so confusing that employees have a difficult time just trying to figure out what their time-off balance is. We typically field 5 questions a week about time-off. This is frustrating to both employees and HR staff.
  • The open enrollment module is out dated to say the least. We have a 5 page document and instructional video on submitting elections for open enrollment but we still have a 50% rate of employees who "think" they completed the process, but did not. It takes about 40 hours of follow-up (emails and phone calls) to ensure elections have been submitted correctly.
  • In general, Epicor HCM is grossly understaffed. It takes at least 3-weeks to get on a calendar for an interface developer.
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Likelihood to Renew

No score
No answers yet
No answers on this topic
Epicor HCM10.0
Based on 2 answers
I don't use it as a user, I implement it for clients as an outside consultant partner.
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Usability

No score
No answers yet
No answers on this topic
Epicor HCM7.0
Based on 2 answers
Where it's good: Epicor HCM at a high level has a straight-forward interface for navigating to the main content sections at either the employee or HR administrator level. The interfaces are consistent throughout the application, and after a brief learning curve, one can navigate through the remainder of the interface pages in any content area without too much difficulty. HCM also has great tools for making sure the analysis of data is available and accessible to non-programmer personnel.Where it struggles: One thing working against the usability of the HCM product is the overuse of the row-selection scheme for all many to many relationships. HCM uses a "select the row from the left frame" and then "enter data corresponding to this row in the right frame" scheme for most of its data entry components. One example of overuse is the employee address entry. During the first setup of an employee or during a candidate's application, HCM allows the user to specify multiple addresses. While this functionality is desired for long-term storage, an option doesn't exist to forgo this interface type for quick initial entry for the primary use case (one address per employee). This is one example, but is particularly visible when a candidate must also bridge the learning curve.
Joseph Moeller profile photo

Reliability and Availability

No score
No answers yet
No answers on this topic
Epicor HCM9.0
Based on 1 answer
The product was always available.
Amy Stuart, HRIP profile photo

Performance

No score
No answers yet
No answers on this topic
Epicor HCM9.0
Based on 2 answers
The product performs well. As with any software there are bugs and system enhancements needed, but there are channels in place to let Epicor know what they are so they can add to future versions. Open Enrollment and Salary Planning can be a bit slow at times.
Amy Stuart, HRIP profile photo

Support

No score
No answers yet
No answers on this topic
Epicor HCM8.0
Based on 3 answers
I have had to contact support a few times since we have been using the software. I have always gotten very timely responses and have never had a time when they either could not help me or were not responsive.
Cheryl Atkins profile photo

In-Person Training

No score
No answers yet
No answers on this topic
Epicor HCM10.0
Based on 1 answer
We had someone from Epicor come on site to do training, and we "shared" our trainer with another company who was also doing the same major upgrade. It was nice to have another company there so we could ask each other (and the trainer) questions. This allowed for more meaningful discussions during training.
Amy Stuart, HRIP profile photo

Implementation

No score
No answers yet
No answers on this topic
Epicor HCM7.1
Based on 2 answers
As stated earlier, you won't find all of the problems and things that you would like to improve on until you implement. After go-live, you then will have a long period of adjustment as you get the data and processes to work the way that you really want them to.
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Alternatives Considered

We use ADP simply to to track pay for employees. We really like more of the functionality of Workday as it is really easy to import org charts and track performance. The graphics and appearance of these sections are also really nice! We also use Workday to track time off as it was more popular among employees to use when we asked them to compare more options. However, ADP is much better at tracking pay and because it carries information over from previous jobs, employees really like this as well!
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iVantage/Epicor HCM (at the time of our purchase Epicor was in the process of acquiring iVantage from Spectrum HR ) met most of our expectations in term of system functionality, user experience, ability to customize the application, integration with other systems and allowed us to stay within the implementation budget.We reviewed a number of other applications. All functionality being equal, we looked at the end-user experience and the long term cost of maintaining the application (annual maintenance cost, professional services, license cost etc)
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Scalability

No score
No answers yet
No answers on this topic
Epicor HCM8.6
Based on 3 answers
Performance is not noticeably impacted by adding more users. Microsoft IIS and SQL are Epicor HCM's underlying technology and have proven reliability. In addition, IS staff are easy to find that know these technologies.
Gary Siebenlist profile photo

Return on Investment

  • It has helped us to keep track of various financial information for employees and this has helped our HR department.
  • We were trying to find a system that was more user-friendly and many people are able to use this pretty easily.
  • We found more cost effective methods to do absence management and goal setting because this system was too expensive and cumbersome for us.
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  • Increased efficiency in HR processes
  • Better customer service
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Pricing Details

ADP TotalSource

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No
Additional Pricing Details

Epicor HCM

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No
Additional Pricing Details