What users are saying about

Epicor HCM

14 Ratings

ADP Workforce Now

469 Ratings
Score 7 out of 101

Epicor HCM

14 Ratings
Score 7 out of 101

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Likelihood to Recommend

ADP Workforce Now

ADP is well suited when you have a large workforce. We have over 450 employees and frequently have those who are hired and those who retire. It's such a great opportunity to give employees ownership of their own employee information.I think if you have a small business, it may be hard to justify the cost of ADP. However, the fact that they can take care of your payroll and taxes and such is pretty awesome.
Nicole Rieger profile photo

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.
No photo available

Feature Rating Comparison

Human Resource Management

ADP Workforce Now
7.6
Epicor HCM
6.5
Employee demographic data
ADP Workforce Now
8.0
Epicor HCM
7.0
Employment history
ADP Workforce Now
8.1
Epicor HCM
6.5
Job profiles and administration
ADP Workforce Now
7.7
Epicor HCM
7.1
Workflow for transfers, promotions, pay raises, etc.
ADP Workforce Now
7.4
Epicor HCM
6.1
Organizational charting
ADP Workforce Now
6.6
Epicor HCM
3.7
Organization and location management
ADP Workforce Now
7.3
Epicor HCM
6.9
Compliance data (COBRA, OSHA, etc.)
ADP Workforce Now
7.9
Epicor HCM
8.1

Payroll Management

ADP Workforce Now
8.1
Epicor HCM
6.9
Pay calculation
ADP Workforce Now
8.7
Epicor HCM
6.1
Support for external payroll vendors
ADP Workforce Now
7.5
Epicor HCM
7.2
Benefit plan administration
ADP Workforce Now
8.0
Epicor HCM
5.5
Direct deposit files
ADP Workforce Now
8.7
Epicor HCM
7.6
Salary revision and increment management
ADP Workforce Now
7.9
Epicor HCM
6.7
Reimbursement management
ADP Workforce Now
7.7
Epicor HCM
8.0

Leave and Attendance Management

ADP Workforce Now
8.1
Epicor HCM
6.5
Approval workflow
ADP Workforce Now
8.1
Epicor HCM
8.2
Balance details
ADP Workforce Now
8.1
Epicor HCM
4.4
Annual carry-forward and encashment
ADP Workforce Now
8.1
Epicor HCM
7.0

Employee Self Service

ADP Workforce Now
8.2
Epicor HCM
7.3
View and generate pay and benefit information
ADP Workforce Now
8.8
Epicor HCM
7.0
Update personal information
ADP Workforce Now
8.7
Epicor HCM
5.9
View company policy documentation
ADP Workforce Now
8.6
Epicor HCM
9.9
Employee recognition
ADP Workforce Now
7.6
Epicor HCM
View job history
ADP Workforce Now
7.6
Epicor HCM
6.4

Asset Management

ADP Workforce Now
6.0
Epicor HCM
7.1
Tracking of all physical assets
ADP Workforce Now
6.0
Epicor HCM
7.1

HR Reporting

ADP Workforce Now
7.0
Epicor HCM
4.7
Report builder
ADP Workforce Now
7.1
Epicor HCM
5.6
Pre-built reports
ADP Workforce Now
7.0
Epicor HCM
3.4
Ability to combine HR data with external data
ADP Workforce Now
7.0
Epicor HCM
5.0

Onboarding

ADP Workforce Now
5.5
Epicor HCM
6.0
New hire portal
ADP Workforce Now
6.1
Epicor HCM
4.0
Manager tracking tools
ADP Workforce Now
4.9
Epicor HCM
8.0

Performance and Goals

ADP Workforce Now
7.8
Epicor HCM
5.4
Corporate goal setting
ADP Workforce Now
7.7
Epicor HCM
1.0
Individual goal setting
ADP Workforce Now
7.9
Epicor HCM
7.4
Line-of sight-visibility
ADP Workforce Now
7.7
Epicor HCM
7.0
Performance tracking
ADP Workforce Now
7.9
Epicor HCM
6.3

Performance Management

ADP Workforce Now
7.5
Epicor HCM
5.4
Performance plans
ADP Workforce Now
7.6
Epicor HCM
6.4
Performance improvement plans
ADP Workforce Now
7.5
Epicor HCM
1.0
Review status tracking
ADP Workforce Now
7.7
Epicor HCM
4.5
Review reminders
ADP Workforce Now
7.4
Epicor HCM
7.2
Multiple review frequency
ADP Workforce Now
7.3
Epicor HCM
8.0

Succession Planning

ADP Workforce Now
6.0
Epicor HCM
6.0
Create succession plans/pools
ADP Workforce Now
5.8
Epicor HCM
Candidate ranking
ADP Workforce Now
5.8
Epicor HCM
6.5
Candidate search
ADP Workforce Now
6.3
Epicor HCM
5.5
Candidate development
ADP Workforce Now
6.2
Epicor HCM

Recruiting / ATS

ADP Workforce Now
6.7
Epicor HCM
8.1
Job Requisition Management
ADP Workforce Now
7.9
Epicor HCM
8.1
Company Website Posting
ADP Workforce Now
7.5
Epicor HCM
9.0
Publish to Social Media
ADP Workforce Now
7.5
Epicor HCM
Job Search Site Posting
ADP Workforce Now
6.7
Epicor HCM
Duplicate Candidate Prevention
ADP Workforce Now
2.3
Epicor HCM
9.0
Applicant Tracking
ADP Workforce Now
7.3
Epicor HCM
7.3
Notifications and Alerts
ADP Workforce Now
7.6
Epicor HCM
7.2

Pros

  • The blending of all aspects of HR in ADP makes the system use very fluid. We like that we can have the employee in the system from hire to retire.
  • Allowing employees to have access to their own information is very empowering for them. We like that employees can look at their benefit enrollments, tax information and address along with their payroll history. This is very empowering from an employee standpoint.
  • From a manager standpoint I feel that the system gives the manager great power to make decisions. It can be simple things like workforce planning but also things along the lines of performance evaluations and annual reviews and pay increases.
  • Reporting abilities are AMAZING. You can get a report on basically anything you want in ADP. It can be a challenge to find out how to get that information into a report but the Customer Service help when it comes to custom reporting is great.
Nicole Rieger profile photo
  • There are absolutely no advantages to selecting Epicor as your primary HRIS.
  • In my personal opinion, avoid Epicor. Simple tasks become impossible.
  • The HRIS is inefficient and replete with major issues.
No photo available

Cons

  • Custom reporting tool is not intuitive, particularly joins between different data, and the proprietary reporting tool is clunky and slow.
  • Effective dates are grouped within areas (e.g. employment profile) making an employee's historical record extremely difficult to discern. This bleeds into the reporting.
  • There is no test environment available for clients, nor is there one (I'm told) available for ADP support.
  • Service hold-times are long and the support is inadequate. Nearly every call for us ends with "we need to escalate this to development".
  • There is no ability to configure field dependencies (e.g. departments are only available within a specific business unit), and employee attributes are one-dimensional (not hierarchical).
  • The workflow tool for manager self-service is extremely limited and completely text-based. This, plus the lack of the test environment, makes deploying a reliable manager self-service system nearly impossible.
Christopher Carey, HRIP profile photo
  • Embedded report building: when it comes to my organization's reporting needs, we are instructed by Epicor to utilize Microsoft Report Builder instead of the Epicor reporting function.
  • Payroll interfacing: Monthly my organization transmits several payroll cycles. Often this carries great risks as Epicor and our ADP Payroll system do not communicate seamlessly. There tends to be errors with Epicor not transmitting data accurately to ADP.
  • Integrity of reports: Epicor is notorious for dropping employees from reports. Unfortunately, because of this issue, you have to comb through every single report which negates any efficiency whatsoever.
No photo available

Likelihood to Renew

ADP Workforce Now8.9
Based on 29 answers
  • Ease of use for the administrator and the employee
  • Perfect payroll audit - fewer payroll errors
  • Customer Service
  • Flexibility
  • Tax Service
  • Garnishment Service
Caroline Dula, CPP profile photo
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.
No photo available

Usability

ADP Workforce Now8.0
Based on 16 answers
Because most of the payroll piece is self explanatory. Some training may be required to learn the lingo, but they also have "help" screens available on each section. I use this function if I don't understand what is going on. The time and attendance piece is fairly easy for the employee to learn with very little training.
Caroline Dula, CPP profile photo
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

ADP Workforce Now8.6
Based on 3 answers
No answer on this topic is available.
Epicor HCM9.0
Based on 1 answer
The product was always available.
Amy Stuart, HRIP profile photo

Performance

ADP Workforce Now8.6
Based on 2 answers
No answer on this topic is available.
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

ADP Workforce Now6.1
Based on 14 answers
The support from ADP client service is fantastic. Most of the time, one call can resolve my question or issue. On occasion, when I have a more complex issue, there will need to be follow up or even an amendment filed. In those instances, normally ADP sends a follow up email with the case number and details. I can then continue email contact with the representative (versus calling and starting over with someone new). On occasion I have needed to escalate an issue, either for more immediate resolution or a more experienced team member involvement. However, the CR team appears well trained as to when that level of involvement is appropriate and they will not hesitate to escalate.
Melissa Rauch profile photo
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

ADP Workforce Now8.2
Based on 2 answers
No answer on this topic is available.
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

Online Training

ADP Workforce Now8.4
Based on 5 answers
The instructions from the recruiting agency on how to use the system was pretty straightforward. It provided step-by-step procedures on where you would need to log in your hours as well as what you would need to highlight (i.e. regular, overtime, etc.) detailing the type of hours that were worked overall. The handout also provided some pictures of the application
Benjamin Yee profile photo
No score
No answers yet
No answers on this topic

Implementation

ADP Workforce Now7.1
Based on 8 answers
Either assign more than one specialist to the implementation process, or assign less clients to the implementation specialist. The process requires attention to detail and the ability to test and re-test as well as verify the information. It also requires a lot of back and forth between the client ant the implementation specialist, so they need to be readily available during the whole implementation process.
Caroline Dula, CPP profile photo
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

Microsoft Dynamics SL is the latest payroll system I used, and it was an absolute NIGHTMARE! We moved our companies out of SL into ADP in Sept of 2013, and the stress level dropped by 100 points! Microsoft SL is very inflexible and unforgiving, so not good for payroll at all. It is not user friendly for the administrator or the employee. I have used various in-house payroll systems - at least 3 with different employers. I prefer ADP.
Caroline Dula, CPP profile photo
We evaluated five total systems, and decided on Epicor because of the user interface, deep data tracking, and overall fit for our company. The vetting process took several months, and everyone who would have a stake in the new system was involved and had input.
No photo available

Scalability

ADP Workforce Now8.6
Based on 2 answers
No answer on this topic is available.
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 reduced the time for me to process the payroll by half.
  • Reporting and any post audits can be done easily and early enough to catch any errors before the pay day which is definitely good for employee morale.
  • The ability for employees to make some changes to their payroll is a great time saver for Payroll and HR as well as for the employee.
  • Having all of our subs on ADP makes training the employee on the self service portal more efficient.
Caroline Dula, CPP profile photo
  • Epicor has definitely given me more visibility to what my employees are doing with their time, and will allow much more impactful coaching opportunities
  • I like the ability to run reports on such a huge selection of data, including everything from time allocations to lead time quoting
  • The learning curve is rather steep, and can cause issues as you and the company get up to speed with how the modules work (or don't work), especially the way that you expected them to.
No photo available

Pricing Details

ADP Workforce Now

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Yes
Entry-level set up fee?
Required
Additional Pricing Details
Please contact ADP for a product demo and ask about a hands-on "test drive" of Workforce Now.

Epicor HCM

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